Sponsored content: Kelly Lane, operations director at Clegg Gifford, discusses the ongoing evolution of the insurance market in fully welcoming and embracing female professionals
1. As a woman working in UKGI, how would you describe the ongoing evolution of the insurance market in fully welcoming and embracing female professionals? What have been the key changes you have seen over the course of your career?
The insurance industry has evolved enormously over the 35 years I have been involved in it. When I started in the 1980s, I worked for a large insurer where my employment contract stated that ladies were not permitted to wear trousers and had to wear skirts. It is extraordinary to think that this was once considered acceptable.
Thankfully, the industry today is different. Women are now represented across every part of UKGI and are increasingly taking senior and influential positions. There are talented women in our industry who have worked extremely hard to reach those positions.
The conversation has moved from whether women belong in insurance to how we ensure they can thrive and progress. The Worshipful Company of Insurers has played an important role in encouraging women, creating networks and development opportunities. Having a female Master is a positive reflection of how far we have come. The wider city provides another example, with Dame Susan Langley serving as lady mayor.
2. How would you describe the current status quo in terms of UKGI’s gender diversity?
I would describe the current position as encouraging. Women are now visible throughout UKGI and in many senior roles across underwriting, broking, claims, leadership and many boards.
What is positive is the breadth of female talent coming through. Many women who have reached senior positions have worked extremely hard to get there and are making a significant contribution to our industry.
The challenge now is maintaining that momentum and ensuring genuine opportunity at every stage of a career, so talented women can progress through their ability, ambition and contribution rather than encountering barriers because of gender.
3. What is UKGI doing right when it comes to attracting, retaining and promoting female talent – and where does it still need to improve?
There is much greater awareness than earlier in my career of the importance of attracting, retaining and developing female talent. We have more female role models, mentoring, networking and development opportunities and organisations such as the WCI are doing a great deal to encourage women.
The next step is making sure those opportunities translate into progression. Firms need to look beyond recruitment and consider retention, promotion and succession. Flexible working and strong leadership support can make a real difference.
We also need to challenge unconscious bias and traditional ways of working, ensuring women are given the same opportunities to develop and succeed.
4. What practical steps do you think UKGI firms must action to improve sector-wide gender diversity?
For me, the first step is accountability. Firms should examine recruitment, promotion, retention and succession data to understand where women are progressing and where they may be leaving.
We should continue investing in mentoring, but also in sponsorship, senior people actively opening doors, creating opportunities and championing talented women. Flexible working should support career progression rather than inadvertently limiting it.
Finally, we need to keep broadening networks and changing the culture. Insurance is relationship-driven, so opportunities should be open to everyone.
I am optimistic because I have seen extraordinary change. We have moved from employment contracts dictating what women could wear to women leading organisations and professional institutions. The priority now is ensuring the next generation progresses through talent, ambition and ability and not gender.
