Influential Women in Captive Insurance: Kari Niblack
Kari Niblack, President, Blackwell Captive Solutions
Kari L. Niblack became president of Blackwell Captive Solutions in 2022 to spearhead a different type of captive that differentiates and delivers essential stability with desired flexibility via access to cutting-edge solutions that combine buying power with tailoring freedom for members.
In addition to her executive leadership roles spanning almost three decades in the self-funded industry, Niblack regularly speaks and publishes on issues affecting self-funded health plans and served as chair of the board of directors of the Self-Insurance Institute of America.
Niblack is a licensed attorney in Indiana and Florida and a certified Senior Professional in Human Resources (SPHR). She holds a Bachelor’s degree in criminal justice from Indiana University and earned her JD degree from Nova Southeastern University’s Shepard Broad Law Center in Fort Lauderdale, Florida.
She is well-known for her unconfined benefits consulting expertise and targeted interventions that strategically and operationally enhance health and wellbeing solutions for clients.
Niblack is a member of CHIEF, the only private membership network focused on connecting and supporting women executive leaders, and she is a licensed producer in life, accident, and health insurance in multiple states across the country.
She is active in volunteer work and throughout her career has received professional recognition and several community awards, including the Triad Business Journal’s 2021 Most Outstanding CEO Award, the 2019 Outstanding Women in Business Award, 2005 iWoman Mentor Award, and 2004 Indy’s Best and Brightest Finalist Award.
How did you get started in the captive insurance industry?
From operations to human resources to practising law and ultimately, launching Blackwell Captive Solutions, exhibiting leadership with an inclusive and equitable lens has been a leading factor in my career accomplishments. Determined to make a difference, we set out to create a leading, second-generation captive and simultaneously, demystify the common myths about captives in the employee benefits space.
Who inspired you or acted as a mentor in your career?
I love trailblazers, so our company namesake, Elizabeth Blackwell, the first female physician in the US, provided tremendous inspiration. She was infamous for exclaiming: “It is not easy to be a pioneer—but oh, it is fascinating!”
What do you think deters people from entering the world of captives?
Insurance and technology industries remain male-dominated especially when it comes to leadership roles. We must ensure women are on interview committees and we should sponsor people who are under-represented and elevate them, thereby giving them the opportunity to grown in new roles. We must make captives sexy!
How can mentorship and sponsorship programmes be designed to better support the career development of women?
Studying successful programmes in similar industries will be instrumental in developing best practices for the captive insurance sector. Certainly, having a well-structured matching process to ensure mentors and mentees are paired adequately with each other is key.
Connecting female employees with senior leaders who provide guidance and can advocate for their advancement will benefit their career trajectory. We must keep sending the elevator down to lift others up.
In what ways can companies in the sector create a more inclusive culture that actively promotes gender diversity at all levels?
The most inspired and best cultures run on a spirit of generosity. When people feel valued, they surprise you in the most fantastic way, and it’s great for the bottom line.
Our cultures and our solutions are completely intertwined. Cues are creativity, unity, value and service. It’s essential for a business’ vitality to make people thrive through equal pay for equal work and opportunities for advancement.
“The best way to encourage upward mobility for women is to be intentional about positioning.”
What challenges are gender-specific to women in the captives industry?
The best way to encourage upward mobility for women is to be intentional about positioning. Currently, women comprise nearly 60 percent of the insurance industry, but hold only 18 percent of C-suite roles. We must set aside any politics of the issue and instead focus our energy on leading systemic, long-term change.
What solutions would you like to see?
We must create transparent compensation systems and objective metrics around recruitment, performance, advancement and compensation to ensure equity and consistency. To increase the number of women in leadership roles, hybrid/flexible work arrangements are vital to women remaining active in their careers without having to compromise time with their children.
What are your ambitions?
I am deeply invested in raising awareness and driving commitment from industry leaders to change the landscape for women. I frequently serve as a mentor and coach to an array of executive leaders across sectors and industry, contributing my time and talents to mentorship of young women seeking opportunity in our industry.
Click here to read Captive International’s first Influential Women in Captive Insurance publication, celebrating the women transforming the captive sector through their sustained excellence and leadership.
Did you get value from this story? Sign up to our free daily newsletters and get stories like this sent straight to your inbox.
