Project - Paysafe D&I Program at the workplace



Diversity at Work

Project description

Project Aim

We have committed to driving diversity at Paysafe by establishing D&I as one of our 4 corporate responsibility (CR) pillars, along with the environment, community, and employee wellbeing. The CR team plays a crucial role in raising diversity awareness, both internally and externally, by creating communications, content, invitations, blogs and social media posts. The comms team is also key in supporting our D&I networks and committees, organizing D&I events and managing our external D&I memberships. In February 2021, Paysafe launched a monthly CR newsletter for all employees which covers recent and future D&I activities. Some of these were defined by our comms team and others were identified by our 4 CR networks: Black@Paysafe, Families@Paysafe, Women@Paysafe, and LGBTQ+@Paysafe.

Project Target Group

Both internal and external groups - the aim of the program is to raise awareness of D&I topics, help employees catch up on recent initiatives, communicate our senior management’s stance on D&I issues, and recognize employees who promote D&I. The target groups internally are reached via the monthly CR newsletter (open rate 76%), local committees, working groups, etc. Externally, the initiatives and policies are promoted via company's owned channels - blog posts, social media, media articles, etc.

Project Duration

The D&I program is ongoing and applied in all Paysafe offices globally. The calendar with all initiatives is prepared by the CR committee and executed throughout the whole year. We have committed to driving diversity at Paysafe by establishing D&I as one of our 4 CR pillars. We supported the D&I networks to take ownership of their campaigns on a monthly basis and created a plan which included educational presentations, webinars with renowned external speakers and employee-led panels, etc.

Project Activities

In 2021 we have organised 4 global D&I campaigns, 21 D&I events, 13 D&I events that have been attended by external speakers (Eric Collins, CEO of Impact X Capital Partners; Poppy Jaman, MBE and CEO of City Mental Health Alliance; Madison Butler, Founder of Blue Haired Unicorn, speaker and HR/culture advisor; Velera Wilson, author of You’re Absolutely Worth It; Helen Smith, Chief Operating Officer at Cashflows; Martha Mgendi-Fisher, Founder & Executive Chair of European Women Payments Network; Pamela Hutchinson, Global Head of Diversity and Inclusion at Bloomberg LP; Justin Onuekwusi, Head of Retail Multi-Asset Funds at Legal & General), 4 D&I events attended by our CEO, etc. 800+ employees are now a member of at least one D&I network (Black@Paysafe, LGBTQ+@Paysafe, Women@Paysafe and Families@Paysafe). We produced external blogs and panel discussions attended by external speakers and journalists. One example is our panel, “The impact of COVID-19 on gender equality in fintech”, where female experts from the payments industry were invited to share their views. We’ve also had employee-led panel discussions on men’s mental health, and women in fintech.

Project Results

We measure our success in the D&I space using Glint - which allows us to assess employee satisfaction, understand areas where we might improve and benchmark ourselves against other companies on the platform, providing an aggregate. This gives us a global understanding of how D&I is progressing, and where we lie within that pack. Our numbers (attached as an image) reflect a positive upward trend year-on-year across all inclusion-based statistics. Furthermore, when we are benchmarked against other companies using Glint around the world, it’s clear that our commitment to D&I is impressive in the wider corporate world. Finally, we’ve also started a self-disclosure survey. As part our D&I program, it’s important that we get to know our people better, so we can better understand their needs.