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Be open and trustworthy about range challenges

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My previous blog post This series has focused on data in order to analyze how much or how little the insurance industry increased diversity over the past five years. In this post I want to highlight both good and bad examples straight from the industry. But I also want to immerse myself in the elephant in the room: talk about diversity.

So many leaders and corporate cultures fear being honest about their diversity. The social pressure is so strong that companies are often afraid to admit Failures in their diversity programs. When companies continue to twist their reality easy Market “diversity” then they will never improve. These anxiety turns important diversity programs into nothing more than PR machines. The only way to really move the insurance industry towards greater diversity is to be open and honest about mistakes, as well as successes.

Steps forward, steps backward

Many insurance companies have made it visible steps to improve their diversity. AXA, Alliance, MetLife and Zurich topped the Bloomberg Gender Equality Index this year. CNA and Nationwide are recognized by the Human Rights Campaign’s Corporate Equality Index. Liberty Mutual, USAA and Progressive were among the top 50 workplaces for diversity.

At the same time, AIG recently lost four B.Managers are missing. Prior to their departure, only 1.5% of AIG’s senior officials and executives were black, according to a 2018 report. Most executives did not speak publicly, but Walter Hurdle, who is in charge of diversity efforts and early career recruitment, is cited as saying so He was “informed that my role has been eliminated and that is all I have to say”.

While awards and recognitions are good to promote, opinion of history is determined by real local changes.

COVID-19 and diversity

COVID-19 could potentially stall the advancement of diversity in the insurance industry. The pandemic affects companies in different ways. The J.Journal of the American Medical Association (JAMA) Highlights the increase in net income for health insurers, while international insurers seem to be struggling. It is possible that insurance companies are pushing diversity into the background while they focus on managing the pandemic. But that would be short-sightedd, as tThe creativity and unique perspectives of different employees can actually be helpful during this difficult time.

Show your diversity data: transparency

T.Here is an argument to be made that this is the natural way to increase diversity. At the momentVarious candidates have not been promoted or trained to assume leadership roles. N.Since the training of various candidates is a focus, we should see that they are promoted and eventually end up in leadership positions over the years.

American Family Insurance is a good example of this Kind of initiative. T.hey have established Business resource groups (Skills, Black / African American, Women, LGBTQA, Veterans, and more) to make contributions to business initiatives and culture. Which brings me to the importance of transparency.

Last yearAccenture was named the number one company Refinitiv’s Diversity & Inclusion Index identifies the 100 listed companies with the most diverse and comprehensive jobs.

But as I keep saying, these awards are nice, but not specific. Instead, data must be the real focus on increasing insurance diversity. And data is only available when it is available. That brings me back to my original point at the beginning of this article: transparency.

This is Accenture publicly published demographics for the US workforce for 2015. This is how companies hold themselves accountable. By publishing diversity data, insurance companies can easily market the importance of diversity and evolve to really doe a difference. For example, Accenture cannot hide from the data presented on this page. When investors, governments, or the general public question our commitment to diversity, we need to answer and explain these numbers because they are not hidden.

It is very likely that many insurance companies are afraid of what their year-over-year diversity data will reveal. Before the industry fears failure, however, it should overcome its fear of transparency. If diversity data is hidden, the question arises as to how serious executives really are about increasing diversity. Publishing diversity data doesn’t have to be scary. It’s just a benchmark for improvement. It’s accountability companies fear, but without accountability what’s the point of all awards and conferences?

Stay tuned for my third one and final Blog post of this series, Here I will narrow my focus and specifically talk about women in technology. With my own advice on “transparency”, I will bring my personal experience (as a computer science major, I was the only woman in my class) to highlight the challenges and opportunities women face in the tech industry.

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