Financial institutions can take a few easy steps to ensure their leadership is more representative of their customer base, including looking outside of the industry for talent. Women and people of color are not that hard to find.

Parents with small children often don’t know about college savings accounts, according to U-Nest founder Ksenia Yudin.

Women in the pipeline get some attention from a room full of top banking industry executives celebrating the Most Powerful Women rankings. California is the first to impose a quota requiring companies to increase the number of women on boards, and the Fortune 500’s newest female CEO starts today.

College prospects cite the financial crisis as one reason they are passing on community bank jobs to join fintechs.

A sullied reputation and frustrations with bureaucracy have driven some advisers to the competition.

Companies founded by women receive significantly less than the venture capital available to all U.S. firms, but trends are improving for all startups this year, including for women-owned fintechs.

Readers react to an argument about reining in banker pay, weigh the push for raising the minimum wage, respond to Wells Fargo getting back into the private-label securities market and more.

The uproar over the incendiary writings of a Consumer Financial Protection Bureau official have led to calls for his removal, but the agency’s interim chief says he won’t “let any outside group dictate who works here.”

A growing number of the top lawyers at major financial institutions are women. What’s it going to take to get other departments to follow suit?

Promoting diversity must go beyond putting women in the C-suite. It’s about creating products and practices that help support and elevate those who tend to be overlooked.