Changing recruitment behaviors and recognizing bias is crucial to progress toward creating a diverse and inclusive insurance industry, experts said at a Wednesday session of the Risk & Insurance Management Society Incs 2021 conference, which was held in practice. "Diversity comes in many forms," says Lauren Young, Chicago-based, Zurich North America's Head of Diversity and Inclusion. "You have to build relationships with a variety of groups to get the best talent into your organization."
In the session, moderated by Elanee Gashaw, New York-based Diversity Partnership and Purchasing Manager, Marsh & McLennan Cos. Inc., industry experts discussed strategies for recruiting various talents and overcoming prejudices in employment.
"If you do not think outside the box, you are just recycling the same individuals over and over again," says Frank Acosta, Miami-based President and CEO of The Risk Management Group Inc. "In fact, our industry needs new blood in it. . Either attract them via social media or attract them to local schools or network associations. "
But employers need to go further than just recruiting and making sure they take action to remove prejudices that may be present in interview panels or in the resumption process," said Roianne Nedd, South Croydon, England-based global manager for Diversity and Inclusion at Oliver Wyman, a subsidiary of Marsh & McLennan Cos. take really good notes to show evidence of how they assess "applicants so that they can hold each other accountable and their prejudices" are likely to balance each other, "she said. "Employers should also hold themselves accountable by releasing their own demographic information about their diversity progress," Nedd said.
"Diversity is one of the only areas where people are pushing for numerical (key figures)," she said. "I'm a fan of measuring. … You can not just have a versatile candidate and expect to create change. "
" If you can not lead with a certain degree of openness and honesty, it will be so difficult to create the level of trust and accountability that is needed for the work ahead, says Young. "The more companies that are willing to be honest about where they stand today … the better we will be."