The newly released Women in Finance 2025 report from Revolut adds to a growing body of evidence that gender inclusion reporting is becoming a standard practice across large financial and fintech companies. Instead of flashy promises, the report shows real numbers: who gets hired, who gets promoted, and who stays. 

Drawing on internal workforce data from September 2024 to September 2025, Revolut shows how women come to the company, grow and hold on. The findings show clear progress in some areas, but the old problems of the financial sector equality have not gone away.

This analysis goes beyond simply unpacking Revolut's results — our own market research and hands-on experience do reveal similar patterns across the industry. The challenges such as lack of women resources persist despite the efforts, which means the need for cooperation and unfolding the industry pain points together.

Women who enter fintech tend to stay

One of the most notable insights from the report is the strength of retention among women once they join the organisation.

Revolut reports that attrition rates among women are still lower than among men, but growing. It suggests that women who enter the company are likely to remain and build long-term careers. 

For example, in one of the interviews for Women Leading the Way, Alena Afanaseva, CEO and Founder BeInCrypto, notes that “many of the most committed and qualified candidates were women.”

Employee sentiment data supports this picture. Revolut’s Employee Net Promoter Score (eNPS) remains high across the workforce, with women scoring 71%, compared to 74% for men. These figures indicate a generally positive employee experience for both groups, and this is especially good for a fast-paced environment like fintech.

Therefore, the question of whether women are thriving in fintech is no longer so relevant. Many of those women who have come are really staying for a long time.

The other numbers also show the same trend: women's retention in fintech is improving: for example, in companies like Checkout.com And Soldo's focus on diversity KPIs helps younger employees grow into leaders rather than leave — 55% of hires at Soldo last year were women that stay for 3-5 years at minimum.

Progress in hiring, but the pipeline remains fragile

The Revolut report shows improvement at the hiring stage, an area where fintech companies have historically struggled.

During the reporting period, women accounted for 35% of new hires, up from 29% the previous year. This increase reflects targeted efforts to expand recruitment channels and engage more actively with women-focused talent networks, particularly in STEM-related roles.

However, Revolut admits that hiring remains one of the most difficult stages to shift structurally. Competition for experienced female talent is intense across the industry, and the overall pool of women applying for senior and technical roles remains limited.

This scarcity also stems from the fact that women often rate their abilities lower than men, even if they have equivalent performance. Many analyses indicate that self-promotion behaviors and found women hesitate to claim "senior" or leadership titles due to lower self-efficacy perceptions. 

As a result, just like in much of finance, the challenge is less about selection and more about supply. Without sustained investment in early-stage outreach and long-term pipeline development, progress risks slowing down. 

Promotion data reveals both opportunity and imbalance

Promotion outcomes form a central part of the report’s findings.

In the second quarter of 2025, women were promoted at a higher success rate than men — 90.6% compared to 81.5%. Overall, women represented 37% of all promotions during the period. 

At first glance, these figures suggest a fair and effective promotion process. Yet the report also points to a familiar issue: fewer women are positioned at the levels immediately below senior leadership, where promotion opportunities are most impactful.

Although the number of promotions does not constantly overpass men’s, Eugenia Mykuliak, Founder and Executive Director at B2PRIME Group, in her interview to Women Leading the Way highlights that “the feeling of being outnumbered should not intimidate any women. Yes, there are fewer women in leadership today, but that doesn’t mean there’s no space for them to fill.” 

In other words, while women progress successfully once considered, there are not yet enough women in the promotion pipeline for senior roles. This structural lag continues to slow progress at the top.

Why this matters for the wider financial sector

Revolut’s report does not exist in isolation. Across finance, transparency around gender representation is becoming an expectation.

As women continue to control a growing share of global wealth, the composition of financial teams increasingly affects how well companies understand and serve their clients. 

For instance, companies like Brazil’s Nubank admit that their customer base is 53% female, so the fintech giant has made a concerted effort to prioritise women’s financial needs. 

That’s why Nubank actively hires women to senior positions and takes initiatives aimed at closing gaps in financial literacy for females. Firms that fail to attract and develop female talent risk not understanding their clients and weakening trust.

The data reinforces a recurring industry pattern: retention is strong, promotion can be fair, but access remains uneven. 

As a clear proof of the inequality of access, even on LinkedIn, women can get fewer impressions than their male colleagues. According to an experiment, after the hidden gender label was changed from "female" to "male," the user had a sharp increase in views.

It might sound less reliable, but still shows how the issue of systemic gender bias in professional visibility persists. That’s why without addressing it at the earliest and later stages of the talent journey, progress at senior levels will remain slow.

What the report ultimately shows

The Women in Finance 2025 report confirms that women can and do succeed in the fintech environment. Despite all the remaining challenges, transparency like this report creates a more mature phase of gender inclusion efforts in finance — one focused on real data and change, rather than promises.

At Women Leading the Way, we regularly cover the evolving agenda around women’s inclusion in finance and fintech. You can explore more analysis and industry updates in our news section: https://womenlead.co.uk/#news