DUAL Europe’s Post

Great insights from Susan Yates on the crucial role of diversity in the international assistance industry. Building teams with varied perspectives isn't just beneficial; it's necessary for addressing the complex challenges of a global customer base. It's especially compelling to see the emphasis on diversity not just at the entry level but throughout leadership, promoting a culture of inclusivity at every level. #DiversityAndInclusion #Leadership ITIJ: International Travel & Health Insurance Journal

A note from our Global Festival Partner: Lockton Re Lockton Re, the rapidly growing reinsurance business of Lockton, is delighted to be a Dive In global partner in 2024. “Diversity and inclusion for Lockton Re isn't just a tagline for the business, it's really a business imperative. We spend our time trying to find unique solutions and innovative structures for clients to pursue and implement, and we're better with more voices in the room. The more diverse the thought, the more diverse the experience, the more diverse the background, the better the outcomes are for us and for our clients. It's really about the community because it's not simply about hiring diverse candidates. Obviously, that's a start, but it's about building the networks, building communities, creating the right structures and the right mentoring. All of that ecosystem needs to survive and thrive for diverse candidates to feel welcome and valued within our business and within our industry overall.” Lockton Re are really excited to be part of #DiveIn2024.

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

Humana Inc. is recognized as one of Fair360's Top Companies for Workplace Fairness and that includes CenterWell, too! http://ms.spr.ly/6046Yk0F4 Learn more about Diversity, Equity and Inclusion at CenterWell. http://ms.spr.ly/6047Yk0Ff

Are you an #NED at a non-life insurer? If so, drop me a DM to join #LCP's quarterly Insurance NED #roundtables. These are attended by a large number of leading firms and are an excellent forum for insightful discussion with your market peers. Our next roundtable is in September. We explore a range of topics relevant to the NED role and the sessions get great feedback. The interactive format with anonymous polling helps you get an immediate sense of how other firms are approaching key challenges. At our NED roundtable last week, we explored how effective firms are at in aligning their culture to their values and how culture is measured. What resonated with me was the influence that senior management’s behaviour can have on culture. Sometimes there can be a mismatch between employee survey results and the actual culture experienced by people day-to-day. It is the softer points that are more telling.

Today, Vida Cámara's Juan Pablo Rojas Lopez, UNIQA Insurance Group's Andreas Stock, and GNP Seguros Oscar Gonzalez discussed how multinational companies can bring the latest wellbeing solutions to their employees. It was incredible to hear about all the exciting programs underway. #Insurope #InsuropeAdvantage #MultinationalPooling #InsuropeSalesMeeting #Heidelberg #Networking #GlobalCollaboration #wellbeing #employeebenefits

How can employers stand out from the crowd in today's competitive market in order to attract the top insurance talent? In this article by Insurance Business exploring the top insurance companies to work for in the UK, Luke Cahill, Director at Hays, shares his insights on the most important factors that make a role appealing today. To learn more, and to hear from other industry experts, read the full piece here. #hays #haysrecruitment #workingforyourtomorrow

Well over half (58%) of employees say that they believe that improvements in the health and wellbeing services provided by their employer would lead them to take less time off and/or increase their productivity. * Help@hand from Unum has been developed by experts to give employees the high-quality support they need when they need it, because success starts when employees thrive. Check out the real stories, and real impact – https://lnkd.in/ekVhUQNG *https://lnkd.in/eW-qu_Uc Help@hand is a value-added service provided direct to customers by third party specialists chosen by Unum.

As a father and caretaker of four girls, and the only man in an extended family of 8 women, I am very proud of working in an industry which promotes women - Insurance! In Norway the insurance industry provides for equal opportunities and family balance where needed. Most division heads in the insurance companies are women. The result is a more diverse and fair view and handling of work which reflects the general population - and (in my personal view) reduces that risk of "hubs", corruption and other unfair practices which may arise when only men make decisions. At a recent IBA Insurance Conference I viewed for the first time a panel debate with only women - I positively take that as a an example of the trend extending across the Norwegian borders! People who know me well know that I am somewhat of an insurance nerd. But to be honest, the only thing that matters to me is that my children and the rest of the girls in my family and elsewhere can have the same opportunities growing up as everyone else. The insurance industry in Norway sets the example to follow!

Improving diversity within the UK insurance sector is crucial for fostering innovation, inclusivity, and better decision-making. As an industry striving for growth and adaptability, embracing diversity is a foundational step towards achieving long-term success. One key approach to enhancing diversity is through targeted recruitment strategies that prioritize inclusivity. Encouraging diverse talent pipelines, implementing blind recruitment processes, and offering equal opportunities for career advancement can help bridge existing gaps within the sector. Furthermore, fostering an inclusive workplace culture is paramount in retaining diverse talent. Establishing mentorship programs, providing unconscious bias training, and creating safe spaces for open dialogue are essential in cultivating a supportive environment where all employees feel valued and respected. Collaboration with educational institutions, industry bodies, and diversity networks can also play a significant role in promoting diversity within the sector. By actively engaging with these external stakeholders, companies can access a broader pool of talent, exchange best practices, and contribute to a more inclusive industry landscape. Here at Arthur, we are championing diversity and inclusion within the insurance sector. We not only enrich our workforce with varied perspectives and talents but also demonstrate a commitment to equality and fairness. Together, let's work towards building a more diverse and vibrant future for the insurance industry. #UKInsurance #DiversityandInclusion #InclusiveWorkplace #CompanySecretary