[Watch and read] Recruitment of women: much done, but more to do
An online panel hosted by Captive International underlined the fact that although much has been done to encourage the recruitment of female professionals into the captive insurance industry, there’s still more work to be done.
If you compare the demographic profile of people working in the captive insurance industry now to what it was 20 years ago, the differences are stark.
Two decades ago, the insurance industry as a whole was dominated by male executives. Women who entered a meeting room were sometimes asked if they were there to take notes.
All that has now changed, as women now make up an increasing proportion of management teams and boards of directors. Much has been done—but more needs to be done.
In an industry panel discussion moderated by Captive International, the issue of attracting female professionals to the insurance and investment sectors was brought into sharp focus.
Karin Landry, managing partner of Spring Consulting Group; Anne Marie Towle, chief executive of Global Risk and Captive Solutions at Hylant; Sandy Bigglestone, deputy commissioner of the Captive Insurance Division at the Vermont Department of Financial Regulation; Alanna Trundle, president of Global Captive Management; Kari Niblack, president of Blackwell Captive Solutions; and Daniela Masters, director global health & wellness at Generali Employee Benefits, shared their insights on the progress made and the steps needed to further enhance gender diversity within these fields.
“There is always room for enhanced communication to showcase the industry’s vibrancy and global opportunities.” Karin Landry, Spring Consulting Group
Landry highlighted the industry’s evolution and the strides made in attracting diverse talent. “The industry has changed a lot and has made a lot of good inroads,” she said, but she stressed the need for better public relations to convey the industry’s dynamism and appeal. “Despite improvements such as mentorship programmes and collaborations with educational institutions, there is always room for enhanced communication to showcase the industry’s vibrancy and global opportunities.”
Towle underscored her commitment to this cause, noting her involvement in founding Amplify Women, the CICA initiative aimed at spreading awareness about career opportunities in the sector.
“Our mission is to get the word out on a global basis: there are careers here and you can continue to progress,” Towle stated. She highlighted the importance of recruitment efforts starting at the high school level and the flexibility the industry offers, which is crucial for individuals managing personal responsibilities.
Bigglestone added that while companies are adopting policies to increase diversity and support work-life balance, there is a need for more networking and mentoring opportunities.
“We are looking at any ways we can find to help diversify our presenters at the conferences.” Alanna Trundle, Global Captive Management
“We need to create space and find ways for women to show initiative and build upon those strengths in the workplace,” she said. Bigglestone pointed out the significance of job-sharing, training, and rotating roles to prepare women for leadership positions.
Trundle shared her inspiration from Towle’s work with Amplify Women and emphasised the need for diverse representation at industry events. “We are looking at any ways we can find to help diversify our presenters at the conferences,” Trundle said. She highlighted the vital role of mentoring programmes and support systems in fostering a more inclusive environment.
“It’s so important for people to see us at work, to find out what the day to day is like.” Kari Niblack, Blackwell Captive Solutions
Better visibility
Niblack advocated increased visibility and practical experience through internships and mentoring. “It’s so important for people to see us at work, to find out what the day to day is like,” she stated. Niblack discussed innovative marketing efforts, such as the creation of the Captive Divas club, to make the industry more appealing and accessible.
Masters echoed the need for visibility and better public relations for the industry. “We all have a responsibility to make ourselves seen in the industry,” she said. She suggested re-evaluating hiring resources and integrating mentorship and sponsorship into leadership key performance indicators to foster a diverse talent pool.
The discussion revealed a consensus on the need for continuous effort and innovative strategies to attract and retain female talent. The industry has made significant progress, but as these leaders demonstrated, there is still much work to be done. Enhanced PR campaigns, early educational outreach, flexible work policies, and robust mentorship programmes are key components of a comprehensive approach to making the insurance and investment sectors more inclusive and appealing to women.
Landry summed up, saying: “It is a field with a lot of rich opportunities. We need to be communicating the message that there are many different facets, and it can be a very rich, rewarding career.”
This message, reiterated across various platforms, can help attract and retain the best and brightest female professionals in the industry, the panel agreed.
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.
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