The Institutes’ Post

Join our panel discussion with The Institutes Knowledge Group on July 30th around building DEI efforts in the Insurance & Risk Management industry! I'll be sharing some success stories from our (Neuro)diversity in Insurance program🙌 Looking forward to it and if you're not able to make it --register and a recording will be available! Link here: https://lnkd.in/gXsNWwyi #neurodiversity #neurodiversityatwork #insurance #riskmanagement #dei #neurotalentworks #neurodiversityinclusion

In 2003 I used to work for an insurance company where I learnt that the probability of finding intelligence is scattered all around the globe equally and it is not limited to a particular region, education level, profession, gender or language. I vividly remember the turning point in our company when we truly embraced diversity and inclusion. It started with a bold move by our leadership team to not just talk about diversity but to embed it into our core values and daily practices. One day, during a team meeting, a junior employee bravely shared their perspective on how our projects could better reflect our diverse customer base. Instead of brushing off the suggestion, our leader listened intently and opened the floor for more ideas. This moment marked the beginning of a profound shift in our workplace culture. We began implementing initiatives to ensure diverse voices were heard and valued. This included creating employee resource groups, offering diversity training, and actively recruiting from a broader talent pool. The impact was immediate and powerful. Our teams became more innovative and our solutions more inclusive, reflecting the rich tapestry of backgrounds and experiences within our workforce. One memorable project highlighted this transformation. A cross-functional team, comprising members from different cultural, ethnic, and professional backgrounds, collaborated on a new insurance product lauched in Europian market. The result was not only successful in the market but also celebrated internally as a testament to what true inclusion can achieve. The diverse perspectives led to creative solutions we had never considered before. Embracing diversity and inclusion transformed our workplace culture into one of mutual respect, creativity, and continuous growth. It taught us that when everyone feels valued and included, we all thrive together. How has diversity and inclusion transformed your workplace?

This is such an inspiring journey, emphasizing the crucial values of Diversity, Equity, and Inclusion (DEI) in the insurance industry. As we navigate towards a more inclusive future, stories like these illustrate the transformative power of prioritizing diversity. #TheCouncil is dedicated to advancing DEI initiatives, recognizing their vital role in driving innovation and success. Let's continue championing DEI efforts for a more equitable and prosperous industry. #DEI #InsuranceIndustry #InclusionMatters 🚀#LeadersEdgeMagazine #FutureOfInsurance

🚨 New Episode, and this one is a little different! 🎙️ Best Practices for Retaining Female Talent in Insurance, panel discussion recording. We're excited to bring you a special episode of 100 Women in Insurance, sponsored by Arthur Recruitment, featuring the recording of our recent panel discussion event, ‘Cultivating Inclusive Cultures: Best Practices for Retaining Female Talent in Insurance’, in collaboration with MS Amlin. On 12th September, industry leaders Gemma Lines, Vicki Filer, and Susan Andrew shared their insights and experiences on key themes impacting women's talent retention in insurance.  The discussion covered: ✨ The realities of flexible working and why it should be driven by outcomes, not hours.  ✨ The true purpose behind returners' programmes and why we should be hiring without assumptions.  ✨Practical strategies for building inclusive cultures that help retain female talent.  ✨ Honest, impactful conversations that foster understanding and adaptation in the workplace. Key Takeaways:  •           The perception of a lack of senior female talent is misleading.  •           Flexible working should be defined by results, not time.  •           Inclusive cultures must cater to individual needs.  •           Diverse hiring must go beyond networks and number targets.  •           Retention is about development and individual satisfaction. Whether you're an insurance professional or someone interested in fostering inclusivity, this episode is packed with actionable advice and inspiration to drive real change! 🎧 Tune in now for this empowering discussion and discover best practices to retain and elevate female talent in your organisation! #100WomenInInsurance #InclusiveCulture #FemaleTalent #InsuranceCareers #FlexibleWorking #CareerDevelopment #DiversityInInsurance 

In 2003 I used to work for an insurance company where I learnt that the probability of finding intelligence is scattered all around the globe equally and it is not limited to a particular region, education level, profession, gender or language. I vividly remember the turning point in our company when we truly embraced diversity and inclusion. It started with a bold move by our leadership team to not just talk about diversity but to embed it into our core values and daily practices. One day, during a team meeting, a junior employee bravely shared their perspective on how our projects could better reflect our diverse customer base. Instead of brushing off the suggestion, our leader listened intently and opened the floor for more ideas. This moment marked the beginning of a profound shift in our workplace culture. We began implementing initiatives to ensure diverse voices were heard and valued. This included creating employee resource groups, offering diversity training, and actively recruiting from a broader talent pool. The impact was immediate and powerful. Our teams became more innovative and our solutions more inclusive, reflecting the rich tapestry of backgrounds and experiences within our workforce. One memorable project highlighted this transformation. A cross-functional team, comprising members from different cultural, ethnic, and professional backgrounds, collaborated on a new insurance product launched in the European market. The result was not only successful in the market but also celebrated internally as a testament to what true inclusion can achieve. The diverse perspectives led to creative solutions we had never considered before. Embracing diversity and inclusion transformed our workplace culture into one of mutual respect, creativity, and continuous growth. It taught us that when everyone feels valued and included, we all thrive together. How has diversity and inclusion transformed your workplace? #DiversityAndInclusion #WorkplaceCulture #Innovation #TeamBuilding #Leadership #Anexas #Training

In 2003 I used to work for an insurance company where I learnt that the probability of finding intelligence is scattered all around the globe equally and it is not limited to a particular region, education level, profession, gender or language. I vividly remember the turning point in our company when we truly embraced diversity and inclusion. It started with a bold move by our leadership team to not just talk about diversity but to embed it into our core values and daily practices. One day, during a team meeting, a junior employee bravely shared their perspective on how our projects could better reflect our diverse customer base. Instead of brushing off the suggestion, our leader listened intently and opened the floor for more ideas. This moment marked the beginning of a profound shift in our workplace culture. We began implementing initiatives to ensure diverse voices were heard and valued. This included creating employee resource groups, offering diversity training, and actively recruiting from a broader talent pool. The impact was immediate and powerful. Our teams became more innovative and our solutions more inclusive, reflecting the rich tapestry of backgrounds and experiences within our workforce. One memorable project highlighted this transformation. A cross-functional team, comprising members from different cultural, ethnic, and professional backgrounds, collaborated on a new insurance product launched in the European market. The result was not only successful in the market but also celebrated internally as a testament to what true inclusion can achieve. The diverse perspectives led to creative solutions we had never considered before. Embracing diversity and inclusion transformed our workplace culture into one of mutual respect, creativity, and continuous growth. It taught us that when everyone feels valued and included, we all thrive together. How has diversity and inclusion transformed your workplace? hashtag #DiversityAndInclusion hashtag #WorkplaceCulture hashtag #Innovation hashtag #TeamBuilding hashtag #Leadership hashtag #Anexas hashtag #Training

You’re most likely already using an inclusion survey, but how much are they informing and improving your inclusion and belonging strategy? Tomorrow we're having a confidential discussion with DEI leaders from billion-dollar organizations to answer the following questions: 1. How do you define and measure your inclusion goals -- what role do inclusion surveys play? 2. What survey questions do you ask and which ones are the most valuable? 3. What follow-up is done in response to employee feedback? 4. How do you identify and address barriers to inclusion? Learn more: https://board.org/dei/ #DEIBoard #DEIstrategy #inclusionsurvey #inclusion #employeeinclusion

Well I’ve somehow let almost a week pass since International Women’s Day without marking it. And while I would love to say something clever like this was intentional because IWD isn’t just about parity and celebration for one day of the year, but every day… the truth is I’ve just been thinking a lot about what it means for me. I was fortunate to be amongst a small group of allies invited to an IWD event hosted by Zahra Bahrololoumi CBE and Salesforce last Friday. The week leading up to it had me filled with: a sense of impostor syndrome around whether I was ally enough, fear of potentially being one of the only men in a room full of women, and really uncertain about whether I had anything to contribute. Zahra’s powerful opening had the men stand up, drawing explicit attention to our involvement and perhaps making open any discomfort, but more importantly, welcoming us and including us fully in the spirit of the day. And in that simple act of acknowledging a difference while creating space for engagement, my anxiousness dropped and I was able to participate deliberately, thoughtfully, and with far less uncertainty. Big lesson there. As the only child of a single mother who somehow balanced a career with the remarkable effort of raising me, I grew up hearing perhaps a bit more than most kids about the injustices and slights that a professional woman faces. And it’s left me as an adult with an abiding appreciation for all the extra work that women often must put in, and that we often do not see, just to be treated equitably. I hope it’s getting better. I’m certain that large scale commitment that organisations now make to D&I look nothing like they used to. I think we do that particularly well at Travelers for instance (https://lnkd.in/eZMYFgh7), and I’m privileged to work for some of the strongest executives I’ve ever met in Maria Olivo and Mojgan Lefebvre who sit at the top table of our global organisation. So a week on, the most impactful thing for me about IWD, is that I’m still thinking about it. I think it’s important that we all keep thinking about these themes, across all areas of diversity and inclusion. And I’m happy to be an ally, even if sometimes I’m not always certain how best to do that. #trvemployee

Breaking the Captive Glass Ceiling Diversity isn't just a buzzword—it's a powerful force for change. Join us in exploring the insightful discussion from the World Captive Forum, where industry leaders Anne Marie Towle, Amy O'Brien, Melissa Hollingsworth, and W. Rae Brown, CPA, ACI shared their experiences and strategies for breaking barriers in the captive insurance industry. Melissa Hollingsworth's words hit home: "If you find talking about gender and race uncomfortable, imagine living it." These women are leading by example, pushing for crucial conversations and tangible action towards a more inclusive workplace. Anne Marie Towle emphasised the importance of creating an inclusive environment at Hylant Global Risk and Captive Solutions, focusing on bringing in diverse voices and experiences. Amy O'Brien highlighted the value of mentorship programmes, while W. Rae Brown, CPA, ACI emphasised the need for transparency and authenticity. But the journey to diversity isn't without its challenges. From imposter syndrome to the gender pay gap, these leaders have faced obstacles head-on, inspiring others to advocate for equal representation and fair treatment. Diversity isn't just the right thing to do—it's also smart business. Companies with diverse teams are more innovative, productive, and better equipped to capture new markets. It's time to prioritise diversity in the workplace and reap the benefits for all. Read the full article from Captive Insurance Times: https://lnkd.in/d3HiGSBc #DiversityInInsurance #BreakingBarriers #InclusiveLeadership #CaptiveInsurance 

🚨 New Episode Alert: Breaking Barriers and Embracing Diversity in Insurance with Caroline Taylor 🎙️ Join us as Caroline Taylor ACII shares her journey from leaving school at 16 to making a significant impact in the insurance industry. Caroline's drive for innovation and change shines through as she discusses the critical roles of networking, embracing diversity, and understanding neurodiversity in shaping her career. In this episode, Caroline explores: 🌟 Her unconventional entry into the insurance industry and how it fuelled her drive for innovation. 🌟 The importance of networking and leveraging connections to open doors to new opportunities. 🌟 Challenging traditional recruitment processes to support entry-level talent and enhance diversity. 🌟 Advocating for neurodivergent individuals and the significance of embracing neurodiversity in the workplace. This conversation goes beyond career progression, focusing on breaking down barriers and creating an inclusive environment in the insurance sector. Caroline and Sandra delve into how embracing diverse talents and perspectives, including neurodiversity, is essential for innovation and providing superior customer service. 🎧 Listen now to gain insights into overcoming challenges in the insurance industry through networking, supporting diversity, and understanding neurodiversity. Your feedback is valuable as we continue to empower and celebrate diversity in the insurance industry. https://lnkd.in/ez37MXg6 #InsurancePodcast #CareerPodcast #CareerDevelopment #InsuranceJobs #WomenInInsurance