News & Press

PayTech Women, 20 years strong

Fri, 13 Jun 2025 20:33:00 GMT

By Allen Kopelman, Nationwide Payment Systems Inc.

What's the first thing you think of when you hear the word "networking"? For me, it's relationships, the heart and soul of payments. Some people I met 20 years ago, when I was just getting started, are still part of my network today.

When it comes to building a network, there's no better example than PayTech Women, a 20-year-old 501(c) (3) non-profit association serving professional women in fintech and payments. PTW member Dana Sills and PTW's Julianie "Jules" Ferguson discussed the organization and industry trends in a recent Street Smarts edition of the B2B Vault: The Biz-to-Biz Podcast.

Sills, a payments veteran and current chair of PTW's Atlanta chapter, and Ferguson, who currently serves as business development coordinator for PayTech Women, reflected on PTW's exponential growth. Originally established in 2005 as Women Networking in Electronic Transactions (Wnet), the organization rebranded to PayTech Women in 2022, to reflect its diverse and global community of over 6,500 members.

Next-level networking

Getting back to networking, how would you rate your skills in this area? For Sills, there's more to networking than collecting leads or referrals. It's about building relationships. Chairing the Atlanta chapter for PayTech Women has helped her grow professionally.

"Networking is about learning, mentorship, and opening doors," she said. "Organizations like PayTech Women provide opportunities outside traditional conferences and trade shows, especially at the regional level."

Ferguson noted that local chapters are vital to the organization. "I work closely with our national team and incredible local leaders like Dana," she said, adding the PTW has 16 active chapters around the country, from Los Angeles and Omaha to Chicago and New York, with more in the pipeline. "If you're a woman in the business, this is a great way to network with other women in the business and participate in regional and national shows," she said.

Trendsetters in fintech, payments

Another advantage PayTech Women offers its members, partners, sponsors and advocates is access to the innovators and thought leaders who are shaping the future of fintech and payments. This access is critical in a fast-moving space where change is the only constant.

Ferguson recalled coming to the United States from Belize and how much everything has changed during her five years of working with PayTech Women. "Technology is moving at breakneck speed, which means we have to analyze what tech we are selling today and what we'll be selling next week, next month, and next year," she said.

Read the full article on pages 16-17 in Insights and Expertise, StreetSmarts^SM in The Green Sheet.
Watch the full episode on B2B Vault: The Biz-to-Biz Podcast.

Inclusive Hiring: what it means and how to apply it within your organisation

Sun, 26 Nov 2023 21:15:00 GMT

By Elina Sokolovska, Showpiece, ex Wise

Inclusive hiring is the deliberate practice of recruiting, retaining and nurturing a workforce that reflects a broad spectrum of backgrounds, characteristics, perspectives and experiences.

Finding, attracting and retaining diverse candidates requires creating a level playing field throughout the hiring process, starting from job descriptions, all the way to onboarding new employees, and retaining them for many years. In short, it means truly adhering to principles of openness, equity, and inclusion.

In order to be truly effective organisation-wide it requires a conscious, lived and consistent approach from intent, to process to performance management, driven by leadership and supported by everyone within the organisation. Nonetheless, there are actions every individual can take, from internal advocacy to adjustments as a hiring manager in order to promote a more inclusive environment. We’ll cover both approaches throughout this article.

What inclusive hiring is: Defining inclusivity
Inclusivity is an evolving concept and can mean different things to different people, depending on their starting points. It’s important when setting out on an inclusivity program to think deeply about your definition: people often know instinctively what is or is not inclusive, but can struggle to codify that instinct, leading to debates and confusion. When we asked our interview pool what inclusivity meant to them, they responded:

“For me, it’s being cognisant of the multitude of lived experiences and building with the least advantaged in mind.”

Abadesi Osunsade, Founder and CEO of Hustle Crew, an inclusivity awareness and training organisation.

“Inclusivity is about the entire spectrum, that is, diversity, equity and inclusion. When we started out [DiverCity] 16 seasons ago, we were thinking through certain lenses: gender, ethnicity, LGBTQ, disability. But that’s now extended out. We found over the last 16 series that what falls under this inclusion umbrella needs to include neurodiversity, also mental health, age, and both visible and invisible disabilities.”

Julia Streets – a Fintech entrepreneur, advisor, professional host/presenter and the host of the top-rated D&I podcast, DiverCity.

“Inclusivity is ensuring as an individual or a business that you provide equal access to opportunities or resources to those who might be excluded or marginalized, such as those from minority groups or having physical or intellectual disabilities.”

Tom Shurrock – Director of Product, tackling inequality by building talent lifecycle management products at Beamery.

“Inclusivity is when you genuinely invite a diverse set into a normal process. Normal meaning not creating a separate process or making those perceived as diverse feel as if they don’t belong.”

Genevieve Dozier – Founder & CEO of Warpaint Consulting, a Board Director of PayTech Women and an Advisory Board Member for Money 20/20 & VizyPay.

“Inclusivity means making sure everyone feels welcome, valued, and respected, no matter who they are or where they come from. Imagine your school or a party where everyone is invited and treated fairly, regardless of their background, race, gender, or beliefs. Inclusivity is about creating an environment where everyone can be themselves and contribute their unique perspectives and talents.”

What Is the Difference Between Equality and Equity?

Wed, 2 Aug 2023 18:40:00 GMT

By Julie Kratz, Chief Engagement Officer, Next Pivot Point

Currently, DEI is the most common acronym in the diversity space. D for diversity, E for equity — not equality — and I for inclusion. Why the difference?

Equality suggests that treating everyone equally will solve the diversity problem, yet that has resulted in little to no change. Equity by contrast is about meeting the needs of individuals that are systemically marginalized because of factors outside their control — race, ethnicity, class, age or gender most commonly — yet many more.

There are three key differences between equity and equality. Equity means:

Providing resources to those that need them the most first
Educating the majority group on their role in inclusion
Proactively communicating the importance that DEI is not a zero-sum game

New 2023 PTW Member Ambassador Leadership Announced

Mon, 22 May 2023 18:49:00 GMT

Unleash the Power of Your PayTech Women Membership with Help from Our PayTech Women Member Ambassadors

Whether you're a fresh face or a seasoned veteran, our dedicated team of PayTech Women Member Ambassadors is here to supercharge your experience!

Think of them as your personal network expansion experts, involvement enthusiasts, resource gurus and reliable Q&A companions. Take the first step by reaching out to our dynamic 2023 Member Ambassador Committee Leaders:

Diane Driscoll, ETA CPP^™, Member Ambassador Committee Chair
Shadè Alcine, Member Ambassador Committee Co-Chair
Gabrielle Vuyk, ETA CPP^™, Member Ambassador, Committee Co-Chair
Kera Logan, CISM, CIPM, ISA, PCIP, Member Ambassador, Committee Champ
Mari Puga, MBA, JM, Member Ambassador Committee Champ

Welcome to the new PTW Member Ambassador Leaders!

Interested in Welcoming and Engaging PayTech Women Members by Being An Ambassador?

Join other elite PayTech Women Members who share the passion of PayTech Women and women in the payments and fintech industries.

Control Your Career with New PayTech Women Executive Academy

Mon, 13 Jun 2022 15:05:00 GMT

Kara has a successful career she is proud of. She had been promoted, and had built good relationships in her organization. And yet, she felt like she was still missing something. At times, she heard that critical voice in her head telling her she didn’t deserve the praise or promotion. At times, she doubted herself and the extent of her knowledge, which held her back from speaking up in meetings.

We have all had moments of self doubt, feeling in over our heads, or not knowing how to approach a challenge or difficult person. Many of us understand exactly where Kara is coming from. The good news is that we don’t have to just accept it. We can take the reins on our careers and make a change. We can take command.

Kara wanted to make a change. She wanted to take the reins. Kara took advantage of the opportunity her organization offered, the Women’s Executive Academy. She initially was concerned whether she had the time for this program and community. How could she invest the time, money, and focus? Why would her company invest in her? The thoughts and doubts raced through her mind.

At the same time, Kara’s mentor nominated her for a cohort-style leadership development program. Kara had worked with a coach before, and had a great experience with her. Maybe she would call her. She didn’t want to admit or share her self-doubts with others. That would be too embarrassing. She didn’t want her colleagues and peers to know her insecurities and challenges. But the program was intriguing, and her mentor spoke so highly of the experience.

Following several conversations with her mentor, Kara submitted her application for the Academy. And was accepted. This was a pivotal moment in her career. By the conclusion of the program, Kara felt lighter. Her confidence was consistently at a higher level. Her stress levels were lower. Most importantly, that critical voice in her head was much quieter.

The program offered Kara different perspectives and experience than working one-on-one with a coach as she had previously done. She built relationships with peers. She had the brilliance of the executive coach leading the program, and the wealth of knowledge from her colleagues and peers in the room. It was a completely different experience than anything she had done in the past. This program gave her the best of both worlds.

Kara’s challenges and self-doubt were normalized in the group. She was aligned with her peers who were either experiencing similar challenges, or had been in her position before. She posed these issues to the group, met with other participants outside the regular group sessions as her sounding board, and partnered with her coach to challenge her thinking patterns. As a result, change came for Kara.

This combination of coaching, training, and relationship building with her peers forced Kara to get out of her own way. She shared her learnings with her team and peers. Kara’s boss noticed her taking the lead more often. She developed a unique presence that allowed her to stand comfortably tall. She found herself taking the time to intentionally communicate verbally, and non-verbally, in meetings and all her communications. Kara shifted her focus to the high-value tasks, so she was seen and heard by the ‘right’ people. She felt less drained at the end of the week because she was handling miscommunications and potential drama in effective ways. Kara stopped sweeping her fears aside.

Upon reflection, Kara loved having the dedicated and uninterrupted time each month to focus on herself and what she wanted out of her career and life. A year after the program concluded, Kara’s deliberate practice and focused attention has created sustainable changes to her days and year. She continues to meet on a monthly basis with her peers - usually over breakfast at their favorite diner.

Kara’s boss, Jenny, noticed the changes too. The investment in her spread throughout her teams. She took on additional responsibilities, breaking down silos as she built relationships across the organization. Kara now sees the unique value each of her direct reports contributes, and relies on them rather than trying to do everything herself. Jenny noticed her focusing more on innovations and problem solving, rather than executing.

Both Kara and Jenny recognize the investment of time and effort has paid off tremendously. Obviously for Kara and her happiness, but equally so for the team and organization as a whole. This is the power of building community with peers and coaches.

We know that many women experience impostor syndrome, feel ineffective or overwhelmed as they navigate their careers or have not been able to influence colleagues and customers as they would like. We can be concerned about our effectiveness and potential impact on our teams and organizations.

Which is why we have built the PayTech Women Executive Academy, an exclusive program designed to prepare you to lead with ease, perform at your peak, influence those around you and positively affect your organization.

One high-impact approach to developing influential women leaders is through in-depth learning, practical integration and coaching done in a cohort-style format. In this intimate design, women leaders develop a deep bond as they learn from and grow alongside one another.

The leaders of this program are executive coaches and trained facilitators – they create a safe space for conversation and collaboration inside and outside of the sessions. Challenging and motivating these leaders is a key component to leader growth. The facilitators understand how to build a community with longevity that complements other programming and extends far beyond a webinar or annual event. The facilitators are Julie Holunga and Stephanie Polen – see pages 9 and 10 for information on the facilitators.

Register for upcoming June 21 webinar, Elevate Your Career: How To Intentionally Build Relationship Capital, featuring the faciliators of the Academy, Julie Holunga and Stephanie Polen. This event, free for Wnet Members, will offer an overview of the Academy in addition to providing strategies to use your community to build your career.

Wnet Member Starts Own Coaching Business Geared toward Introverts & Women of Color

Fri, 27 May 2022 14:40:00 GMT

Valissa Pierrelouis
Founder, Standout Career Guide &
Senior Customer Success Manager
ACI Worldwide

Inspired by events in her 20+ year leadership career, Wnet Member Valissa Pierrelouis founded Standout Career Guide—a coaching practice for women—especially introvert women and women of color who want to be seen, heard and valued at the next level and beyond.

Together, they find where to ramp up their value, voice and visibility so they can lead more courageously and create career outcomes they deserve and desire—without being an extrovert or overworking.

Through her coaching practice, Valissa offers 1:1 leadership coaching, Promote Yourself: Six Keys to Catapult Your Career Masterclass™ and Standout Career Accelerator™ a high-impact eight-week program for igniting career and leadership success.

Valissa is also a Senior Customer Success Manager at ACI Worldwide, a Wnet Corporate Partner. Her dual profession gives her a unique perspective and high relatability with the clients she serves. As a coach, her greatest satisfaction is their success.

Visit her website, www.standoutcareer.com.

Finastra and Union of Arab Banks to accelerate digital banking together

Mon, 21 Mar 2022 19:47:00 GMT

Partnership will see the development of a model digital bank, licensed to Union of Arab Banks members to help them transition into digital banking

DUBAI, UAE, March 21, 2022 /PRNewswire/ -- Finastra today announced its collaboration with Union of Arab Banks to help banks across the Arab League member states offer enhanced digital services to their customers. The partnership combines Finastra's universal banking solution with Union of Arab Banks' extensive ecosystem of banks. The resulting model digital bank, which will be conceptualized, created and developed by Finastra and UABdigital, the Union's digital arm, will be licensed to Union of Arab Banks members to help them accelerate digitalization while minimizing costs and time to market.

PayTrace is joining North American Bancard

Mon, 21 Mar 2022 19:36:00 GMT

March 8--PayTrace--We’re pleased to announce that PayTrace was recently acquired by North American Bancard. North American Bancard processes more than $45 billion in transactions annually for hundreds of thousands of satisfied merchants.

Mastercard Teams with HSBC for New B2B Cash Flow, Payments Solution

Mon, 21 Mar 2022 19:32:00 GMT

March 21--Pymnts.com--Mastercard is teaming up with HSBC in the U.K. to launch a new business-to-business (B2B) payment solution for cash flow management and expanded payment options, according to a press release on Monday (March 21).

The Mastercard Track Card to Account Transfer enables businesses to use their commercial card program to make payments to any supplier, even if a supplier doesn’t accept card payments. The new solution aims to help businesses better manage cash flow while also getting rid of manual processes and offering comprehensive payment alternatives.

Fiserv and MX Pair Up for Expanded Open Banking

Mon, 21 Mar 2022 19:28:00 GMT

March 21--Digital Transactions -- The fast-growing field of open banking got another boost Monday when the big payment processor Fiserv Inc. announced a major industry player, MX Technologies Inc., will use its AllData Connect service.

AllData Connect is part of Fiserv’s AllData Aggregation platform that provides consumer-permitted access to tokenized financial account and transaction data held by Fiserv’s client banks and credit unions. These so-called open-banking connections allow payments providers and other financial-services players to verify the ownership of checking and other financial accounts, as well as the level of funding in those accounts, through application programming interfaces. The technology generates tokens as stand-ins for user names and passwords accessed through a common but less secure process called screen scraping, and has attracted a wide range of fintechs and other non-banks looking to facilitate payments.

Stronger Than Yesterday: Unlocking Your Top Strengths

Mon, 24 Jan 2022 01:41:09 GMT

Breakout Session Summary from Wnet 2021 Leadership Summit, presented by FIS

By Mackenzie Jene, Corporate Communications Analyst, FIS

Josh Craver, Head of Executive Services, FIS, led an energizing breakout session titled Stronger than Yesterday: Unlocking Your Top Strengths at the 2021 Wnet conference on November 4, 2021. In this 45-minute interactive session, brought to you by FIS, Josh encouraged attendees to really get to know each other and embrace vulnerability by sharing their experiences utilizing their strengths in the workplace and describing their “perfect” day at work.

Josh shared the Clifton Strengths Finder Exam with the group, which breaks down your top 34 strengths in order from greatest to weakest. Interestingly, Josh explained that you are not born with strengths. Talent times investment is what actually equals a strength. Knowing your top strengths and lesser strengths provides insight into what strengths you should really focus on developing, while managing your lesser strengths.

Talent x Investment = Strength

Research has found that there is a greater ROI for having employees focus on their strengths. Employees who use their strengths are 3 times happier than those who don’t. The Team Strengths Grid is one way to compare your team’s strengths ranking to best understand each other and work as an efficient team.

Josh also shared 5 Guiding Principles for attendees to take with them post conference:

Themes/Talents are neutral.
Themes are not labels.
Lead with positive intent.
Differences are advantages.
People need one another.

View the Presentation Slides.

Learn More About StrengthsFinder 2.0

Wnet Phoenix Chapter Provides Comfort Food for Families at Ronald McDonald House

Tue, 11 Jan 2022 03:11:04 GMT

By Kate Holloway, Assistant Vice President - Bank Card Projects, Bankers' Bank of the West

Just before Christmas 2021, members of the Wnet Phoenix Chapter made a delicious holiday dinner of ham, turkey, macaroni and cheese, green beans, rolls and an assortment of homemade desserts for the families staying at their local Ronald McDonald House. We were so very grateful to be provided this opportunity to serve our community.

For more than 36 years, Ronald McDonald House Charities^® of Central and Northern Arizona has provided a “home-away-from-home” for families traveling to the Valley for medical care for their children, offering an atmosphere of comfort, hope and courage. Dinnertime Heroes presents home-cooked meals to guest families to relieve some stress during their stay. Each dinner group is responsible for selecting their own menu and bringing the necessary ingredients to feed between 25-35 people.

Wnet Welcomes Fiserv President and CEO

Mon, 13 Dec 2021 21:44:28 GMT

Frank Bisignano Discusses Diversity & Inclusion at PayTechWomenLive

By the Fiserv Team

We hope that you were able to join our inaugural PayTechWomenLive CEO Interview series on Wednesday, December 8, featuring an inspiring fireside chat conversation with Frank Bisignano, President and CEO, Fiserv and Wnet President, Mary Uslander, SVP, Fiserv.

If you were unable to attend the program on December 8, we encourage you to watch a replay of this insightful conversation HERE.

Prior to taking the helm of Fiserv in 2020, Frank served as Chairman and Chief Executive Officer of First Data. During his tenure, he transformed the 48-year-old company from the world’s largest traditional payment processor into a technology innovator, industry collaborator, and commerce enabler for the 21st century. He also led its $2.6 billion initial public offering in 2015, the largest U.S. IPO of the year. Before joining First Data, Frank served as Co-Chief Operating Officer and Chief Executive Officer of Mortgage Banking at JPMorgan Chase & Co.

In 2020, in the midst of the height of the pandemic and rising social unrest, Fiserv doubled down on its commitment to diversity and inclusion and worked to elevate the visibility of its eight Employee Resource Groups (ERGs), including the Women’s Impact Network (WIN), which seeks to unite, connect and educate Fiserv associates. Under Frank’s leadership, Fiserv made the Forbes list of America’s Best Employers for Diversity.

Highlights from PayTechWomenLive Session

After an introduction from our CEO Wendy Holliday, Mary sat down with Frank for an open and candid conversation about the key ingredients for successful leadership, the personal and professional experiences that have shaped Frank’s perspective on diversity and inclusion, and in turn, how these experiences have helped to drive diversity and inclusion at Fiserv.

Mary kicked off the conversation by going back to the very beginning: Frank’s Brooklyn, NY upbringing. Frank reflected on his parents’ open-minded approach, homing in on his mother’s role as a homemaker-turned-business professional and how her drive to succeed professionally – on top of her duties as a wife and mother – inspired him, and the younger women in his family, to never let any obstacles stand in the way of achieving their very best. Frank also credits his father – one of 16 children and an orphan – as a source of inspiration for instilling in him his inclusive, “come one, come all” attitude toward others.

For Frank, who is a passionate champion of diversity and inclusion, both inside and outside of Fiserv, supporting a world that’s diverse and inclusive has a personal and deep meaning as well. After the births of his two daughters, Frank was committed to doing everything in his power to make this world a place where women can thrive. It wasn’t an active decision; it was just the right thing to do, for his daughters and for women in general. His daughters, successful businesswomen in their own right, have benefited from this support – and likely a good dose of ambition from Frank’s mother – by making the decision to boldly embarking as entrepreneurs and following the passions that fuel them.

In speaking about leadership at Fiserv -- and in particular women in leadership – it’s simple: Assigning women leaders isn’t a bold choice but an obvious one, citing Suzan Kereere, the new Head of Global Business Solutions, Fiserv, as a perfect example. This same thinking applies to all aspects of diversity in leadership – if you want diversity of mind, you need diversity of background. But it doesn’t stop there – rather this is where it begins. Likewise, establishing an inclusive decision-making process is equally as important.

Frank is proud of Fiserv for its commitment to diversity and inclusion, attributing much of company’s success to ongoing investment in its ERGs. He acknowledges that these groups serve a supplemental purpose at times, providing support when Fiserv associates needed it most. As Frank recalls, the ERGs are where many associates at the company have sought comfort during the height of the pandemic for their support and guidance.

Frank is committed to leading Fiserv as a company that represents the world in which we live – a company that reflects its own client base. And that means being a company that embraces its employees’ diverse set of ideas, experiences and backgrounds. He remarks that as leaders, if we nurture an environment that’s fair and equitable, where employees feel safe and are actively learning – you’ll succeed, together.

When it comes to tips for women looking to thrive in the workplace, Frank shared this advice: Work harder than everyone else, as there’s no shortcut to success; and depend only on yourself to get the job done. With this in mind, he notes there is an important line that shouldn’t be crossed between getting ahead and bringing others down. He reminds us all that,

“Just because you rise, it doesn’t mean another person must fall.
There is space for everyone in this world.”

Many thanks to our participants and to our special guest, Frank Bisignano, and Mary Uslander for hosting this engaging and stimulating conversation and providing valuable insight for women and their allies by advancing diversity and inclusion in the workplace.

The Pink Pandemic: The Impact of Covid on Women in the Payments Space

Sun, 21 Nov 2021 19:07:45 GMT

Breakout Session Summary from Wnet 2021 Leadership Summit, presented by FIS

By Rachel Elkins, Corporate Communications Analyst I, FIS

The pandemic has put a spotlight on the women in the workplace. As companies prepare to return to the office, it’s important to acknowledge the challenges women have faced throughout the pandemic and the opportunities to make an impact in their organizations.

Moderator Irene Burns, Customer Success Director, Featurespace, was joined by panelists Kim Bynan, SVP, Prepaid & Government Solutions, FIS; Mandy Killam, Head of North America Commercial, ACI Worldwide; Diana Mehochko Chief Operating Officer for Payment Solutions and VP, Operations, NCR; and Tammy Petro Executive Director, JP Morgan Wholesale Payments Innovation, to discuss the challenges and opportunities for women in the workplace as the world begins to open again.

The panelists talked about several challenges many have faced throughout the pandemic: the abrupt shift to remote work, burnout, new challenges to create visibility and career mobility in a virtual world and struggling to find balance through it all.

The common themes in tackling all these challenges?

Ask for help, have the courage to take a chance and leverage your networks.

Working from home was a sudden shift in the way we work and interact with our friends and families. With it came new struggles to separate work and home life and it led to the “always on” feeling. Their suggestions? Create and respect boundaries around PTO – and make sure to take it! Everyone needs a break, especially with the added stress of the ongoing pandemic, so don’t feel guilty to ask for your (well earned) time off. Plus, remote work isn’t all bad. Take advantage of the extra time to spend with family and check in with friends remotely or safely in person.

Even though there are things we can do to decrease our stress, burnout has been a reality for many women in the workplace, especially women leaders. When it comes to burnout, the panelists agreed that asking for help is critical. It takes courage to ask for help, and contrary to the popular belief that asking for help is a sign of weakness, it really shows your leaders that you are aware of what you need to get the job done well. Plus, burnout isn’t sustainable for you, for your leaders, or for your company, so have the courage to speak up for yourself and your needs.

On the note of speaking up for yourself, the panelists had advice for cutting through the noise of a virtual world to gain visibility for yourself:

Celebrate your wins (and your peers' wins) publicly and show gratitude to your teammates.
Leverage your network, mentors and sponsors. Even in a hybrid world, relationships are key!
Take advantage of getting into the office when you can – in person connections are invaluable.
Have the courage to leave a situation is that is compromising you, your values and your goals.

While we’re still juggling with the realities of hybrid work and face an uncertain future, the panelists of the session demonstrated that not only is professional growth still possible, but it’s even better when it’s shared with a community of women supporting you.