What's Happening?
At the recent INSUREChange 2025 conference, industry leaders highlighted the importance of self-advocacy and regular aptitude assessments for career advancement in the insurance and risk management sectors. Katie Rabs, corporate insurance and risk manager at Solventum, emphasized the value of periodic aptitude tests to ensure continued engagement and suitability in one's role. Kira Kimball, chief inclusion and impact officer at Marsh McLennan Agency, stressed the need for employees to actively create visibility for themselves, especially in the post-COVID era where remote work has become prevalent. This includes participating in diversity committees and community groups. Megan Nelson from Gallagher Bassett advised evaluating career opportunities based on job satisfaction, workplace relationships, and alignment with personal values. Mary MacDonald from Spencer Stuart highlighted the importance of building a personal 'board of directors' for feedback, particularly for women and people of color who may receive less feedback than their white male counterparts.
Why It's Important?
The emphasis on self-advocacy and aptitude checks reflects a shift towards personal responsibility in career development within the insurance industry. This approach can lead to more fulfilling careers as employees take charge of their professional paths. The focus on visibility and engagement is crucial in a hybrid work environment, ensuring that employees remain connected and recognized for their contributions. For women and minorities, building a network for feedback is particularly significant, as it addresses disparities in workplace support and advancement opportunities. These strategies can lead to a more inclusive and equitable work environment, potentially improving retention and job satisfaction across the industry.
What's Next?
As these strategies gain traction, companies may begin to formalize programs that support self-advocacy and regular skill assessments. Organizations might also enhance their diversity and inclusion efforts by providing structured feedback mechanisms and mentorship opportunities. The insurance sector could see a cultural shift towards more proactive career management, with employees increasingly seeking roles that align with their personal and professional values. This could lead to a more dynamic and engaged workforce, better equipped to meet the challenges of a rapidly evolving industry.
Beyond the Headlines
The push for self-advocacy and personal development in the workplace may have broader implications for corporate culture. As employees become more empowered to shape their career paths, companies might need to adapt their management styles to support this autonomy. This could lead to a reevaluation of traditional hierarchical structures and a move towards more collaborative and flexible work environments. Additionally, the focus on diversity and inclusion could drive systemic changes in how feedback and career development opportunities are distributed, potentially reducing long-standing inequities in the workplace.
