2022-The importance of female leadership in European insurance | Insurance Blog


On this collection, I’ve been inspecting the state of feminine management in insurance coverage from a qualitative and quantitative perspective. Whereas the analysis paints a compelling image of progress in some areas, feminine leaders inside insurance coverage have additionally highlighted the change that also must happen within the business. On this last article within the collection, we glance to the longer term, and listen to from feminine leaders about the way to transfer the business ahead.  

What are insurance coverage firms doing? 

Lots of the ladies we interviewed agreed that insurance coverage must concentrate on making a stage enjoying subject for girls to advance into management positions. From the dialog, it’s clear that such initiatives are already underway within the business.  

Nuria Fernández, Basic Supervisor at AXA Madrid Worldwide Hub, mentions “We now have seen that the majority massive insurance coverage firms have already established a basis almost about equality and variety, and put in place numerous initiatives to advertise the development of ladies at numerous ranges of the group, particularly in government positions. We see increasingly more insurance coverage business leaders current at ladies’s boards and actively sharing their initiatives on social media, and it’s nice to see it turning into more and more related to employers and staff.”  

Marga Gabarró Olivet, CFO and COO at Zurich Spain additionally factors out “(the) insurance coverage business has been advancing in gender equality and I believe the idea for a enjoying subject exists. Nonetheless, pace of change to shut the prevailing gaps must be accelerated. This wants exterior commitments, shifting from consciousness into motion. In Spain, Zurich is likely one of the founders of REDEWI, which is a sectorial initiative comprising 70% of the insurance coverage firms within the nation along with a part of the intermediaries and official organizations such because the insurance coverage affiliation Unespa and the Consorcio. REDEWI has set as an goal that 40% of the chief positions in 2023 ought to be occupied by ladies. This community has put into place completely different working teams amongst insurers to supply applications round coaching, growth, work-life stability and visibility.”  

María José Álvarez. Innovation, Advertising and Growth Director at Grupo Catalana Occidente provides,  “we’re firmly dedicated to efficient equality of alternative. As an insurance coverage group, we imagine that range, equality, and inclusion are usually not solely basic rights, however are additionally aggressive benefits for our companies and a precedence technique in individuals administration and the technology of an inclusive tradition that promotes a stability between skilled and private life in all areas”. 

Allison Cone, Accenture Senior Supervisor, Advertising, Insurance coverage South (NA), agrees: “I believe whereas I’ve seen management make constructive adjustments with new appointments, it not close to the brink we would hope at this level.” 

So it’s clear that extra might be executed to speed up change in insurance coverage. How can insurance coverage firms nurture feminine staff within the workforce and create a path to management?  

Fuelling the pipeline with feminine expertise  

First, we have to begin from a pipeline wealthy with feminine expertise. Feminine leaders agree there are numerous causes to advertise a profession in insurance coverage amongst ladies. 

Marga Gabarró Olivet of Zurich emphasises the various profession paths out there within the business at this second in time for girls in any respect ranges of their careers, “The insurance coverage sector goes by way of an awesome transformation journey, which gives vastly attention-grabbing alternatives to develop professionally and to work in a group of extremely proficient individuals with numerous private and educational backgrounds.” 

Carrie Lonze, Managing Director in Accenture’s P&C Insurance Consulting Practice says, “Insurance coverage is a kind of industries that has a facet of every part. If you wish to do underwriting, threat, or actuary, there are numerous alternatives. If you happen to’re a relationship individual, there may be one other path throughout the business you may select. With buyer expectations at heights we’ve by no means seen earlier than, there’s a place for individuals who need to train their inventive mind and supply holistic, personalised safety.”  

“So many dynamics make the Insurance coverage Business a difficult, enjoyable and thrilling place to be –  for those who love analytical downside fixing, you might have numerous choices, or for those who’re extra of a relationship individual there are key profession alternatives as properly – and what’s in all probability essentially the most thrilling half is fixing for the evolving nature of threat; determining the way to value & UW dangers that didn’t even exist a 12 months in the past. With buyer expectations and know-how adjustments at heights we’ve by no means seen earlier than, Insurance coverage is a superb place for individuals who need to train their inventive mind and supply holistic, personalised safety,” she provides. 

Nuria Fernández, Basic Supervisor at AXA Madrid Worldwide Hub, agrees: “There may be a lot room for girls development in insurance coverage as there are such a lot of completely different jobs the place ladies can drive their potential. The business is evolving and gives nice alternatives for youthful professionals and new fields similar to knowledge scientists, entrepreneurs, digital, and so on., and there may be even a chance for cross-functional progress. “ 

María José Álvarez of Grupo Catalana Occidente additionally highlights aggressive salaries and suppleness as the 2 elements that make insurance coverage an attention-grabbing business for girls to make a profession in: “Working within the insurance coverage business is extremely enticing for a number of causes. Within the Spanish case, insurance coverage firms present employment of the best high quality, mirrored in contract stability, remuneration, conciliation measures, coaching plans, social advantages and the dedication to equality and variety. Furthermore, 84% of staff within the insurance coverage business have a versatile working day, and 97% of them have obtained a coaching plan throughout the 12 months. These are knowledge that show the dedication of the business to the promotion of initiatives that consequence within the higher well-being and satisfaction of its staff.” 

In the end, ladies are wanted on the workforce in any respect ranges. Katrien Buys, Director of Technique, Innovation & Sustainability at Grupo Ageas Portugal Lisboa explains why, “The insurance coverage business gives many rewarding profession alternatives, for all pursuits and talent ranges. In the end, an insurance coverage firm ought to replicate the purchasers it serves, and girls are wanted within the workforce.” 

Forging the trail to management for girls  

The following step is for firms to foster an setting of inclusive alternatives, the place ladies are in a position to progress their careers on the identical price as males.  

Katrien Buys feedback “as an business, we have to do extra to make sure truthful and visual profession alternatives for all and girls shouldn’t really feel their gender hinders their profession progress. We have to create fairness and alternatives for everybody to progress throughout the firm. We will do that by offering clear and equitable pathways to success and placing the appropriate processes, initiatives and a clear infrastructure (formal and casual) in place to make sure that all staff, women and men, really feel supported and included on their profession journey. We do have to shut the pay hole and set up partnerships and applications that tackle coaching subjects.” 

Allison Cone of Accenture recommends “measures want to mix teaching for high feminine performers with anti-bias coaching for executives. To speed up the narrowing of the gender hole, monetary incentives for leaders who improve feminine illustration of their government groups are additionally key. It’s also vital to construct feminine administration tracks which can be particular and tailor-made to ladies inside firms and account for the distinctive wants of a feminine skilled. For instance, leaders want to make sure that any life occasions don’t depend somebody out or regress their careers. 

Lastly, administration coaching that brings consciousness to a few of the systemic patterns of previous gender fairness that hindered the progress on this space is paramount. In the end, firms ought to acknowledge that everybody might be part of the answer and construct a basis that’s supportive of feminine leaders round us. Leaders ought to be held accountable by setting gender and variety metrics and targets with a timeline for achievement.  

In conclusion 

Because the discussions on this collection demonstrates, range within the workforce and leveled alternatives can be key for the resilience of an business that’s present process a significant transformation. 

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Disclaimer: This content material is supplied for normal data functions and isn’t supposed for use rather than session with our skilled advisors.


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