Jeni Izuel
President, Chime Scholars Foundation, Chime
📍San Francisco, CA
What qualities do you think leaders need to have in today’s world?
I think leaders today need courage and humility. Courage to stand for something bigger than short-term results. And humility to listen, especially to people whose experiences are different from their own. As a former scholarship recipient, I know what it feels like to have someone invest in your potential before you fully see it yourself. That experience shaped how I think about leadership. It’s not about having all the answers. It’s about recognizing possibility in others and building systems that make that possibility real. In a world that’s changing fast and leaving too many people behind, the leaders who matter most are the ones who stay deeply human while holding a long-term vision.
If you had to describe your leadership style in one word, what would it be and why?
Unlocking. That word shows up everywhere in my work. At Chime, we focus on unlocking financial progress. The Chime Scholars Foundation extends that mission through higher education, apprenticeships, and trade pathways. For me, leadership is about removing barriers. Sometimes that’s financial. Sometimes it’s confidence. Sometimes it’s simply access to a network or someone saying, “You belong in this room.” I’ve seen scholars walk into their first career panel unsure if they should even ask a question, and months later lead conversations themselves. That shift is powerful. I want to create more of those moments.
How does your company’s Pledge 1% program help shape the kind of workplace culture you believe in?
Chime’s commitment to Pledge 1% reflects something fundamental about who we are. Financial progress should compound over time and across generations. Our products help people build stability in the present. Through the Chime Scholars Foundation, funded by our 1% equity pledge, we extend that mission by investing in education as a long-term driver of mobility. That commitment shapes our culture. It creates pride, but it also creates accountability. If we believe in opportunity, we have to build a workplace where opportunity is real. That means valuing diverse lived experiences, mentoring emerging leaders, and making growth visible and accessible. Purpose has to show up in how you hire, promote, and invest.
This year marks the 7th year of Pledge 1%’s #WomenWhoLead campaign. How can companies champion and support female leadership?
First, expand the definition of what leadership looks like. Not every leader follows a straight line. Some are not college graduates. Some change careers midstream. Some are balancing caregiving. Some are rebuilding after setbacks. When companies recognize and elevate those journeys, they normalize possibility.
Second, move from mentorship to sponsorship. It matters when someone in a position of power says your name in a room you are not in yet. And finally, measure progress honestly. Representation in leadership, pay equity, and access to stretch roles are not abstract goals. They are signals of whether opportunity is truly expanding.
If you could write a note to your younger self on her first day of work, what would it say?
You belong here. You do not need to earn your seat by being perfect. Ask the question. Share the idea. Raise your hand for the role that feels slightly out of reach. The rooms will get bigger. The responsibility will grow. Stay curious. Stay grounded. And when you can, hold the door open a little longer than you need to.
