In conversation with... Atlyn Forde

What do you see as the biggest challenges in building a truly diverse workforce in credit and financial services?

One of the biggest challenges is moving beyond representation to true inclusion - where people not only join but stay, grow, and lead. The sector has made progress on recruitment, but barriers remain around progression, psychological safety, and equitable access to opportunities. Too often, systemic bias and rigid hiring norms still shape who is seen as “ready” for leadership. There’s also a tendency to treat diversity as a compliance exercise, rather than a cultural and strategic advantage that fuels innovation, customer understanding, and growth.

Why do these challenges persist, and what role should all leaders play in dismantling them?

They persist because culture change takes time and courage. It requires consistent effort, accountability, and leaders who are willing to challenge established systems - including their own biases. Leaders must see inclusion as a leadership competency, not an HR initiative. That means setting measurable goals, sponsoring underrepresented talent, and embedding inclusion into how teams make decisions every day. Real progress happens when leaders use their influence to open doors and model the behaviours they expect from others.

One of this year’s themes is the ‘business case for inclusion’. Can you share examples where diversity has driven commercial or operational success?

At Pepper Money, our inclusive culture has directly strengthened engagement and performance. Initiatives like our Inclusive Language Guide and our colleague networks have built trust, improved collaboration, and enhanced our customer communications - which in turn improves outcomes for all customer groups. 

What role do you see male leaders playing in accelerating progress on inclusion, and how does attending this event help them do that?

Male leaders have enormous power to influence culture and accelerate change. Inclusion isn’t about excluding anyone — it’s about everyone contributing to a fairer, more equitable workplace. When male leaders actively listen, advocate for equity, and challenge everyday bias, they create space for others to thrive. Attending events like this gives them the insight, language, and allyship tools to be part of the solution — not just supportive observers, but active partners in progress.

Any advice for the next generation looking to develop their careers?

Be intentional about building your network and your personal brand — and don’t be afraid to advocate for yourself. Seek mentors and sponsors who see your potential, even before you do. Embrace learning curves, and remember that your lived experience is an asset, not a barrier. You belong in every room you enter.

What is the best career advice you’ve ever received?

“Know your value — and lead with purpose.” Early in my career, someone told me that technical skills open doors, but your values and integrity determine how far you go. That advice has guided every transition I’ve made, from travel and tourism to financial services, and now to leading a social enterprise focused on inclusion.

What are you most looking forward to at this year’s Women & Diversity in Credit Conference, and what outcome would you most like to see for attendees post-event?

I’m looking forward to the honest conversations - the kind that spark action. This conference brings together people who genuinely care about progress, and I hope attendees leave inspired to turn ideas into tangible change within their own organisations. My goal is that we move from awareness to accountability - because inclusion only becomes real when it’s lived through everyday decisions and behaviours.

See Atlyn speak at this year’s Women & Diversity in Credit Conference.