Work With Us
Showcase the difference you’re making to diversity and inclusion, drive your Net Promoter Score and elevate the D&I agenda within your HR team.

Let The Risky Mix become your brand marketing partner and together let’s change the mix in financial services.

Our Mission & Values

Our mission is to make the financial services industry more inclusive.


We believe that by building diverse, authentic workplaces that are representative of UK consumers we can create an industry that is an employer of choice, deliver more accessible, relevant products and services that improve overall financial wellbeing.


The Risky Mix values:


Authenticity

A safe space that allows honest and real conversations, making things human and sharing personal stories

Boldness

To challenge the status quo and address the uncomfortable questions

Curiosity

To explore new ideas and experiences

Diversity

Sharing diverse perspectives and ways of thinking

Entertainment

Engaging content that inspires and motivates the industry toward change

The Business Case for Diversity & Inclusion

It's the right thing to do from a societal and bottom-line perspective.

Gender Diversity

Companies in the top quartile for gender diversity on exec teams were

25%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

Ethnic Diversity

Companies in the top quartile for ethnic diversity were

36%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

How D&I drives profitability:

  • Positive company brand and reputation. Companies that are dedicated to building and promoting diversity in the workplace are seen as more human and socially responsible organisations, both in the eyes of consumers and employees.
  • Recruiting and retaining the best talent. By presenting diversity at a senior level, equality of opportunity and freedom from bias, financial services businesses will appeal to a more diverse pool of potential employees, bringing unique perspectives and experiences to the business.
  • Building a more sustainable business. A diverse workforce will be more reflective of the diverse UK consumer base, enabling the creation of products and services which will remain relevant into the future. Diversity fosters innovation, creativity and problem-solving.

83%

of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer

Source: Monster.com

Going Beyond Gender

Gender is probably the most spoken about facet of diversity and inclusion, and yet we are so far from equality.

So, what does this mean for the many other facets of D&I – age, ethnicity, sexual orientation, disability?

The BLM movement has really brought to light the discrimination faced by the black community, another marginalised group which is under-represented in the industry.

Black people make up just

1.5%

of top management roles

Source: Business in the Community

Lesbian, gay, and bisexual individuals make up

3%

of roles in the financial services sector

Source: Diversity and Inclusion within Financial Services, Randstad

Black, asian, and minority ethnic representation drops as you climb the corporate ladder:

1/4

school students

1/10

workers

1/16

execs

are black, asian, or minority ethnic

Source: Business in the Community

We speak to inspirational business leaders, rising stars and the people who are really going above and beyond to change the mix in our industry. Taking steps to close the gender pay gap, pushing for equal representation across the full spectrum of ethnicities and sexual orientations, and generally challenging the status quo.
Who’s in
the mix?
Katie & Raj
Introducing our hosts
Work With Us
Showcase the difference you’re making to diversity and inclusion, drive your Net Promoter Score and elevate the D&I agenda within your HR team.

Let The Risky Mix become your brand marketing partner and together let’s change the mix in financial services.

Our Mission & Values

Our mission is to make the financial services industry more inclusive.


We believe that by building diverse, authentic workplaces that are representative of UK consumers we can create an industry that is an employer of choice, deliver more accessible, relevant products and services that improve overall financial wellbeing.


The Risky Mix values:


Authenticity

A safe space that allows honest and real conversations, making things human and sharing personal stories

Boldness

To challenge the status quo and address the uncomfortable questions

Curiosity

To explore new ideas and experiences

Diversity

Sharing diverse perspectives and ways of thinking

Entertainment

Engaging content that inspires and motivates the industry toward change

The Business Case for Diversity & Inclusion

It's the right thing to do from a societal and bottom-line perspective.

Gender Diversity

Companies in the top quartile for gender diversity on exec teams were

25%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

Ethnic Diversity

Companies in the top quartile for ethnic diversity were

36%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

How D&I drives profitability:

  • Positive company brand and reputation. Companies that are dedicated to building and promoting diversity in the workplace are seen as more human and socially responsible organisations, both in the eyes of consumers and employees.
  • Recruiting and retaining the best talent. By presenting diversity at a senior level, equality of opportunity and freedom from bias, financial services businesses will appeal to a more diverse pool of potential employees, bringing unique perspectives and experiences to the business.
  • Building a more sustainable business. A diverse workforce will be more reflective of the diverse UK consumer base, enabling the creation of products and services which will remain relevant into the future. Diversity fosters innovation, creativity and problem-solving.

83%

of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer

Source: Monster.com

Going Beyond Gender

Gender is probably the most spoken about facet of diversity and inclusion, and yet we are so far from equality.

So, what does this mean for the many other facets of D&I – age, ethnicity, sexual orientation, disability?

The BLM movement has really brought to light the discrimination faced by the black community, another marginalised group which is under-represented in the industry.

Black people make up just

1.5%

of top management roles

Source: Business in the Community

Lesbian, gay, and bisexual individuals make up

3%

of roles in the financial services sector

Source: Diversity and Inclusion within Financial Services, Randstad

Black, asian, and minority ethnic representation drops as you climb the corporate ladder:

1/4

school students

1/10

workers

1/16

execs

are black, asian, or minority ethnic

Source: Business in the Community

We speak to inspirational business leaders, rising stars and the people who are really going above and beyond to change the mix in our industry. Taking steps to close the gender pay gap, pushing for equal representation across the full spectrum of ethnicities and sexual orientations, and generally challenging the status quo.
Katie & Raj
Introducing our hosts
Work With Us
Showcase the difference you’re making to diversity and inclusion, drive your Net Promoter Score and elevate the D&I agenda within your HR team.

Let The Risky Mix become your brand marketing partner and together let’s change the mix in financial services.

Our Mission & Values

Our mission is to make the financial services industry more inclusive.


We believe that by building diverse, authentic workplaces that are representative of UK consumers we can create an industry that is an employer of choice, deliver more accessible, relevant products and services that improve overall financial wellbeing.


The Risky Mix values:


Authenticity

A safe space that allows honest and real conversations, making things human and sharing personal stories

Boldness

To challenge the status quo and address the uncomfortable questions

Curiosity

To explore new ideas and experiences

Diversity

Sharing diverse perspectives and ways of thinking

Entertainment

Engaging content that inspires and motivates the industry toward change

The Business Case for Diversity & Inclusion

It's the right thing to do from a societal and bottom-line perspective.

Gender Diversity

Companies in the top quartile for gender diversity on exec teams were

25%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

Ethnic Diversity

Companies in the top quartile for ethnic diversity were

36%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

How D&I drives profitability:

  • Positive company brand and reputation. Companies that are dedicated to building and promoting diversity in the workplace are seen as more human and socially responsible organisations, both in the eyes of consumers and employees.
  • Recruiting and retaining the best talent. By presenting diversity at a senior level, equality of opportunity and freedom from bias, financial services businesses will appeal to a more diverse pool of potential employees, bringing unique perspectives and experiences to the business.
  • Building a more sustainable business. A diverse workforce will be more reflective of the diverse UK consumer base, enabling the creation of products and services which will remain relevant into the future. Diversity fosters innovation, creativity and problem-solving.

83%

of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer

Source: Monster.com

Going Beyond Gender

Gender is probably the most spoken about facet of diversity and inclusion, and yet we are so far from equality.

So, what does this mean for the many other facets of D&I – age, ethnicity, sexual orientation, disability?

The BLM movement has really brought to light the discrimination faced by the black community, another marginalised group which is under-represented in the industry.

Black people make up just

1.5%

of top management roles

Source: Business in the Community

Lesbian, gay, and bisexual individuals make up

3%

of roles in the financial services sector

Source: Diversity and Inclusion within Financial Services, Randstad

Black, asian, and minority ethnic representation drops as you climb the corporate ladder:

1/4

school students

1/10

workers

1/16

execs

are black, asian, or minority ethnic

Source: Business in the Community

We speak to inspirational business leaders, rising stars and the people who are really going above and beyond to change the mix in our industry. Taking steps to close the gender pay gap, pushing for equal representation across the full spectrum of ethnicities and sexual orientations, and generally challenging the status quo.
Katie & Raj
Introducing our hosts
Work With Us
Showcase the difference you’re making to diversity and inclusion, drive your Net Promoter Score and elevate the D&I agenda within your HR team.

Let The Risky Mix become your brand marketing partner and together let’s change the mix in financial services.

Our Mission & Values

Our mission is to make the financial services industry more inclusive.


We believe that by building diverse, authentic workplaces that are representative of UK consumers we can create an industry that is an employer of choice, deliver more accessible, relevant products and services that improve overall financial wellbeing.


The Risky Mix values:


Authenticity

A safe space that allows honest and real conversations, making things human and sharing personal stories

Boldness

To challenge the status quo and address the uncomfortable questions

Curiosity

To explore new ideas and experiences

Diversity

Sharing diverse perspectives and ways of thinking

Entertainment

Engaging content that inspires and motivates the industry toward change

The Business Case for Diversity & Inclusion

It's the right thing to do from a societal and bottom-line perspective.

Gender Diversity

Companies in the top quartile for gender diversity on exec teams were

25%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

Ethnic Diversity

Companies in the top quartile for ethnic diversity were

36%

more likely to have above-average profitability than companies in the fourth quartile.

Source: McKinsey

How D&I drives profitability:

  • Positive company brand and reputation. Companies that are dedicated to building and promoting diversity in the workplace are seen as more human and socially responsible organisations, both in the eyes of consumers and employees.
  • Recruiting and retaining the best talent. By presenting diversity at a senior level, equality of opportunity and freedom from bias, financial services businesses will appeal to a more diverse pool of potential employees, bringing unique perspectives and experiences to the business.
  • Building a more sustainable business. A diverse workforce will be more reflective of the diverse UK consumer base, enabling the creation of products and services which will remain relevant into the future. Diversity fosters innovation, creativity and problem-solving.

83%

of Gen Z candidates said that a company’s commitment to diversity and inclusion is important when choosing an employer

Source: Monster.com

Going Beyond Gender

Gender is probably the most spoken about facet of diversity and inclusion, and yet we are so far from equality.

So, what does this mean for the many other facets of D&I – age, ethnicity, sexual orientation, disability?

The BLM movement has really brought to light the discrimination faced by the black community, another marginalised group which is under-represented in the industry.

Black people make up just

1.5%

of top management roles

Source: Business in the Community

Lesbian, gay, and bisexual individuals make up

3%

of roles in the financial services sector

Source: Diversity and Inclusion within Financial Services, Randstad

Black, asian, and minority ethnic representation drops as you climb the corporate ladder:

1/4

school students

1/10

workers

1/16

execs

are black, asian, or minority ethnic

Source: Business in the Community

We speak to inspirational business leaders, rising stars and the people who are really going above and beyond to change the mix in our industry. Taking steps to close the gender pay gap, pushing for equal representation across the full spectrum of ethnicities and sexual orientations, and generally challenging the status quo.
Katie & Raj
Introducing our hosts