Entering 2022, we mark nearly two years of adapting to the effects of the COVID-19 pandemic. Shifting employee expectations and long-term virtual and hybrid work environments, along with a tight labor market, will all impact how insurers approach their talent strategies in the new year. Below are a few of the key trends we’re anticipating. To read more, download our complete 2022 Insurance Talent Trends Guide.
Diversity, equity and inclusion have continued to be priorities for insurance organizations. However, for DEI efforts to make a lasting impact, there must be a fundamental shift within a company’s talent strategy.
Most insurance professionals will agree that a diverse, inclusive and equitable workforce is essential; however, progress toward making this goal a reality has been slow. In the past decade, the number of Black individuals working in insurance rose by just 3 percentage points, to 12% in 2020. This lack of diversity is especially apparent within the C-suite and other leadership roles. According to Reuters, only three of 168 senior executives and 13 of 119 board members at the top 10 U.S. insurers and brokers (by market value) are Black. There is still much work to be done; yet many organizations are often unsure of where to begin or how to make a meaningful impact.
The past year was one of ongoing change, redirection and flexibility. Insurers faced many challenges and had to evolve their ways of operating, communicating and servicing customers. As we enter 2021, priorities are continuing to shift and companies are adjusting their talent strategies to be most impactful.
Elevating gender equality from mere conversations to meaningful actions and investments – truth or dare?
This International Women’s Day, we're reflecting on how to help other women step into their own power and be the inspiration to others that follow. Dare to be the spark and to push your organization to renew its commitment to achieving gender equality in the insurance industry.