How WePay Created its FinTech Culture

December 22, 2020 Trends & Ideas
By Tina Hsiao, Chief People Officer
By Tina Hsiao, Chief People Officer

There has been a lot of talk about diversity and inclusion (D&I) this year, especially within the tech industry. In the past, the industry has been under scrutiny and seemingly unwilling to address these issues head-on. In fact, this Computerworld article quotes a 2019 Wired survey, that estimated that the combined Black, Hispanic, and Indigenous population at Silicon Valley firms averages 5%.

At WePay, we have always been proud of the culture we’ve built. As leaders, we know that culture stems from us. We invest a great deal of time and effort on the leaders we bring in and the message we’re sending to our employees. 

This year, we’ve doubled down on our commitment to our D&I initiatives by bringing more women and people of color through our doors – from developer teams to senior management.  

Expanding our hiring tactics 

Talent exists among diverse populations and requires looking outside ‘traditional hiring practices.’ At WePay, we challenge ourselves to identify new ways to attract and retain underrepresented talent from channels not targeted in the past, like partnering with Historically Black Colleges and Universities. We’ve also been partnering with code academies like All Star Code and Women Who Code to identify and hire a class of diverse candidates so we give people with non-traditional backgrounds a chance. Opportunity is not always created equally, even if the talent is there. 

Our engineering recruitment process starts with a coding test to decrease bias early on. Additionally, everyone at WePay who conducts engineering candidate interviews must be certified to do so to ensure these interviews are fair. This includes having someone else monitor a few interviews before an interviewer receives signoff to interview independently. We also ensure a diverse interview panel for candidates who make it through the test phase.

As a result, we have doubled our 2020 goal for Black and Latinx new hires. We have also achieved at least 50% diversity in our 2020 Summer Intern candidate pool. 

Women of WePay

As the Chief People Officer, mentoring is important to me. I’m the main executive sponsor to the Women of WePay employee-run group and I mentor other women across the organization from across divisions. When we were acquired by Chase, I learned that almost half of Jamie Dimon’s direct reports are women. That stat astonished me, but it was inspiring, especially when learning more about JPMC’s Women on the Move. We’ve been actively involved in Women on the Move, which is the firm’s commitment to providing women with opportunities to succeed in their professional and personal lives. The program’s key objectives are to expand women-run businesses, improve women’s financial health, and advance women’s career growth. Through these efforts, we are on our way to securing an equal future for our female employees.

Together with the WePay Leadership Team, we’re looking at how to take long-term, sustainable steps to continue creating a more diverse and inclusive workspace by providing additional opportunities for advancement. 

We take great pride in the amazing culture we have built, but recognize that our work is never really done. We’re continuing our commitment to our D&I initiatives next year. Check out our current openings to join us today! 

About the author

Tina Hsiao, Chief People Officer

Tina Hsiao, Chief People Officer, WePay. Tina has built out and run several WePay teams including Customer Delight, Operations, and Marketing. She also oversees Human Resources. She spent 10 years at Intuit and earned an MBA from Harvard.

More blog posts by Tina Hsiao

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