Influential Women in Captive Insurance: Erin Brosnihan

Erin Brosnihan, President, Kensington Management Group

Originally from Edmonton, Canada, Erin Brosnihan relocated to Grand Cayman in 1999. Having earned a Bachelor of commerce degree from the University of Alberta in 1996, she then joined Ernst & Young in Edmonton, where she obtained her Chartered Accountant designation in 1999. After completing her contract with PricewaterhouseCoopers (PwC) in Cayman, she joined Kensington in 2001.

Brosnihan is now president with responsibility for client services and professional staff training and development, as well as being integral to quality and procedural enhancements. She is a past chair of IMAC and now represents Kensington on IMAC’s Executive Committee.

How did you get started in the captive insurance industry?

In 1999 I moved to the Cayman Islands, as a newly qualified Chartered Accountant, into the insurance practice of PwC. I worked with a manager named Charlie Bolland, who remains a friend to this day. He brought me onto his Kensington Management Group engagements. I was intrigued by the model and moved over to Kensington as captive manager in 2001 and never looked back.

Who inspired you or acted as a mentor in your career?

I’ve had the privilege of being surrounded by many inspirational people over the years. The mentor who stands out for me, from an early age, is my dad. He was a successful entrepreneur whose work ethic and drive has been a steady influence in my life. He always encouraged me to strive for excellence, in everything I do.

What do you think deters people from entering the world of captives?

I believe there is a general lack of awareness of the captive insurance industry as a unique subset of the wider insurance market. If I hadn’t been paired with Charlie on his portfolio of engagements back in 1999, I doubt I would have found my way into this industry.

In what ways can companies in the sector create a more inclusive culture that actively promotes gender diversity at all levels?

The tone of the organisation is set from the top and therefore gender diversity at the executive level is key. An inclusive culture has everything to do with how employees, their contributions and their views are valued by the company.

I have been very fortunate in my career and have felt that my contributions to the success of the company have been recognised and rewarded. It is my goal to develop and maintain a culture where others feel that way too.

What are your ambitions?

My goal is to create an environment where my colleagues feel a sense of pride and purpose, in serving our clients and in the way we treat each other and contribute to our community.