Women have made measurable strides in achieving leadership roles in the insurance industry and in technology, but there is still work to be done: men still outnumber women in leadership roles in both fields, and compensation is often unequal. Leading carriers recognize that diversity isn’t just a numbers game, but a real opportunity to reshape traditional norms. When given the tools to succeed, a skilled leader can develop successful teams, convey the importance of IT’s work to the company as a whole, and drive change at an organization, regardless of gender.
Increased diversity among leadership teams, especially the inclusion of women and people of color, brings more perspectives to the table, which can lead to better insights and higher quality decision-making for the entire team. Improving the number of internal networking and mentoring opportunities women have access to can increase retention rates, as can encouraging job flexibility and shifting roles within a company.
Insurance and technology are both fields with far more men than women in roles across the board. But there are ways for insurance carriers to focus on attracting and retaining female employees while encouraging them to climb the corporate ladder. Recruiting female candidates is often the area of focus for employers, but retention can be much more difficult, leading to fewer candidates later on for management roles.
Individual support and mentorship opportunities play a big part in professional growth, especially when it comes to counteracting unconscious bias. Carriers should consider developing a system to identify and encourage female employees who show leadership potential. This may mean a formal mentorship program, or it may mean creating networking opportunities for junior and senior team members. These programs can benefit women at any stage of their career.
To learn more about the tools rising female leaders can leverage and best practices for supporting women in the workplace, read Novarica’s latest report Women in Insurance IT Leadership: Challenges and Opportunities.
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