Kuda Technologies, a leading Nigerian and UK fintech platform, has been sued for gender discrimination and wrongful termination.
The company former Group Chief People Officer (CPO), Rosemary Hewat, Kuda’s filed a lawsuit against the Nigerian fintech firm Kuda Technologies and its CEO, Babatunde Ogundeyi, alleging gender discrimination, wrongful termination, and a toxic work environment.
The case, lodged with the UK Employment Tribunal, raises claims of a discriminatory workplace culture and unequal treatment of female employees.
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In response to inquiries, a Kuda spokesperson acknowledged the legal proceedings but declined to provide detailed comments, stating, “As this is currently a legal matter, we’re unable to provide any additional information. In line with our current policy and out of respect for privacy, we do not comment on matters of this nature involving current or former employees.”
Allegations of gender discrimination
Hewat, who served as CPO from August 2021 until her departure in April 2024, claims she was subjected to prolonged mistreatment that culminated in her forced exit.
Also claims she experienced and witnessed discriminatory behaviour that contradicted the company’s Diversity, Equity, and Inclusion (DEI) policy.
She accused Kuda Chief Executive Officer Babatunde Ogundeyi of undermining her, as well as fostering misogyny and intimidation.
According to the lawsuit, during a company retreat in December 2023, Ogundeyi allegedly made disparaging remarks about female staff, calling them “low class” and accusing them of lacking “quality or luxury”.
Hewat also claims that Ogundeyi cultivated a culture of fear, with employees reportedly viewing him as unapproachable.
Hewat stated that the environment at Kuda was “intimidating, hostile, degrading, humiliating, and offensive” to her and other women.
Claims of illegal firing and unequal stock options
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A key point of contention in Hewat’s complaint involves the allocation of Employee Stock Ownership Plans (ESOPs).
She alleges that, contrary to her contractual agreement, she was offered stock options at a higher Series B valuation, while a male colleague in a similar executive role received options at the more favourable Series A price.
When she raised this issue, Ogundeyi allegedly dismissed her concerns, implying that her colleague’s role was “more important” than hers.
Hewat claims she was forced out of the company in April 2024 after enduring prolonged mistreatment and that her dismissal came shortly after she formally raised concerns about workplace discrimination.
She is seeking compensation for lost benefits and emotional damages, arguing that her firing was a form of retaliation for speaking out.
As the case unfolds, it raises questions about Kuda’s commitment to workplace inclusivity and fair treatment of employees.