Kylie Bezzina的动态

?? New Episode Alert: Breaking Barriers and Embracing Diversity in Insurance with Caroline Taylor ??? Join us as Caroline Taylor ACII shares her journey from leaving school at 16 to making a significant impact in the insurance industry. Caroline's drive for innovation and change shines through as she discusses the critical roles of networking, embracing diversity, and understanding neurodiversity in shaping her career. In this episode, Caroline explores: ?? Her unconventional entry into the insurance industry and how it fuelled her drive for innovation. ?? The importance of networking and leveraging connections to open doors to new opportunities. ?? Challenging traditional recruitment processes to support entry-level talent and enhance diversity. ?? Advocating for neurodivergent individuals and the significance of embracing neurodiversity in the workplace. This conversation goes beyond career progression, focusing on breaking down barriers and creating an inclusive environment in the insurance sector. Caroline and Sandra delve into how embracing diverse talents and perspectives, including neurodiversity, is essential for innovation and providing superior customer service. ?? Listen now to gain insights into overcoming challenges in the insurance industry through networking, supporting diversity, and understanding neurodiversity. Your feedback is valuable as we continue to empower and celebrate diversity in the insurance industry. https://lnkd.in/ez37MXg6 #InsurancePodcast #CareerPodcast #CareerDevelopment #InsuranceJobs #WomenInInsurance

I'm excited to share the latest podcast episode with the amazing Sandra Lewin where we discuss my journey in the insurance industry, from leaving school at 16 to making a significant impact in the field. This episode covers some critical topics close to my heart: ?? My unconventional entry into the insurance industry and how it fueled my drive for innovation. ?? The importance of networking and leveraging connections to open doors to new opportunities. ?? Challenging traditional recruitment processes to support entry-level talent and enhance diversity. ?? Advocating for neurodivergent individuals and the significance of embracing neurodiversity in the workplace. This conversation is about more than career progression; it's about breaking down barriers and creating an inclusive environment in the insurance sector. We delve into how embracing diverse talents and perspectives, including neurodiversity, is essential for innovation and providing superior customer service. ?? Listen now to gain insights into overcoming challenges in the insurance industry through networking, supporting diversity, and understanding neurodiversity. Your feedback is invaluable as we continue to empower and celebrate diversity in the insurance industry. #Diversity #Inclusion #Innovation #Insurance #CareerJourney #Neurodiversity

?Cultivating #diversity seen as key in attracting talent? ?? "You will be left in the dust if you are not focusing on DEI, especially with the generation of students who are graduating from college now and will be graduating." - Jessie Walsh, vice president for talent acquisition at brokerage Conner Strong & Buckelew in Camden. ?? "#Insurance sector employers must diversify their workforce to be considered a viable career option for younger generations, experts say.? 'There is a lot of talk about DEI, but we don’t always see the action that is necessary to move the needle forward,' said Grace Grant, executive director of Powell, Ohio-based Gamma Iota Sigma, a nonprofit student organization that collaborates with the insurance industry.? 'Gamma Sigma has always taken diversity very seriously and has been in a unique position to observe how the industry is approaching it,' she said. The organization is active at historically Black colleges and universities, Hispanic-serving institutions, women’s schools and community colleges.? Some employers are equally as focused on #diversity in their hiring strategies, experts say... Crawford uses platforms such as Circa, a diversity recruitment and HR compliance technology company, and it shares career opportunities on job websites catering to veterans, disabled workers, minorities and women. The company also has an internal employee resource program focused on promoting “the professional growth and empowerment of women,” which helps with employee retention, Ms. Ekong said..." ? How can insurance companies effectively translate their DEI commitments into meaningful action to attract and retain a diverse workforce? Read the full article at Business Insurance : https://lnkd.in/gg-qsuf4

Jubilee Life Insurance Company Ltd. has continued to stand as an embodiment of diversity concepts, treating DEI as integral elements of its organizational ethos. With a comprehensive strategy driving all initiatives in this regard, the company treats these concepts not as optional chapters but as integral verses, composing a symphony of innovation and success. With this belief driving the company, in Q3 2022, Jubilee Life approved a comprehensive 3-year DEI strategy, a testament to its dedication toward continuous improvement. Jubilee Life has adopted a 60:40 male-to-female recruitment ratio, fostering gender balance within its teams. Moreover, surpassing its goal of 25% for the year, the company inducted 29% females as part of its team in 2023. Also, beyond the numbers, Women's Career Development programs like LeadHer and EmpowerHer have been initiated to cater to entry and mid-to-senior-level female employees, facilitating their professional growth. EmpowerHer! for instance, is a 6-month long mentorship program that allows female employees to acquire guidance and valuable insights from the senior management of the firm. Jubilee Life also provides digitized training on diversity and inclusion awareness to ensure that employees are well-versed in fostering an inclusive workplace. Looking ahead, Jubilee Life aims to nurture an inclusive future by actively promoting the hiring of Persons with Disabilities while also initiating an internship program to create opportunities for them. Furthermore, a "We Care" program is set to be introduced, addressing unique women challenges, providing tailored benefits and leaves. Jubilee Life Insurance is committed to being at the forefront of diversity and inclusion efforts. For more information, visit us at https://lnkd.in/dSN5KBQk #GDEIB #Jubilee #JubileeLifeInsurance #diversityandinclusion #worklifeintegration #flexibility #vision #Strategy #BusinessImpact #accountability #community #governmentrelations #philanthropy #workplacediversity #InclusiveLeadership #gdeibawards2024 #HRMetrics

Do you have "career insurance"? "I recommend thinking of career insurance as the package of relationships, skills, and strategies that can protect our careers when unexpected setbacks or losses occur. Here are four strategies women (and particularly women of color) leaders can implement today to strengthen their career insurance..."

Women, and especially women of color, often face headwinds to reach and remain in leadership roles. Some of these headwinds include: ? The glass ceiling - The inability to break into management. ? The glass cliff - The inability to stay in management after being promoted in a no-win situation. ? The motherhood penalty - Being penalized from a compensation perspective after becoming a mother. ? And more This Forbes article provides working women with 4 ways to strategically build career insurance so they can not only advance in leadership, but stay there and get paid well while doing it.

Gen Z currently makes up 30% of the world’s population and is expected to account for 27% of the workforce by 2025. Understanding what appeals to the rising workforce in their career choices is fundamental to building a sustainable candidate pipeline. In this article, we delve into six key considerations that young professionals prioritize when considering career moves. https://conta.cc/3TFxaWH #NextGenTalent #YoungProfessionals #FutureLeaders #TalentAcquisition #RecruitGenZ

Building Career Insurance: 4 Strategies For Women Leaders via https://lnkd.in/ek6Hp34Y

The career woman We navigate the constant comments. Can I climb your ladder it goes straight to heaven. As we wreck yet another pair of stockings we personally invest in in the misbelief it will make a difference in our career. Some of us make decisions never to have children because that is a career limiting move. We are judged on everything, our hair, our clothing, the house we live, what we eat, who our friends area how old we are and our body shape. Whilst men create lists of which female employee they want to engage in a one night stand with, a woman works through the night… meeting the deadlines you men are to afraid to take. You wonder why, we don’t make it, not strong enough they say… I have been on the floor with mascara running down my face.. just another wine mate for the attractive blonde in the corner… You wonder why we don’t make it. You know why! You don’t want us to make, gender diversity is one big fat lie… women are cheaper that’s why you want us. We work harder and our expenses are lower. We are grateful for a mid level role.. one of the privellege few. This is what happens next. Your going to explain all the concealment and your going to compensate. Intentional acts are not covered by insurance. Influencing legal Matters was your biggest mistake. Not strong enough. Apparantky I could not Hackett say the cowardly men who made all the mistakes and gave the role to his mate knowing he would do the job and had no assets.. their worst mistake. A criminal conviction is all it would take. You thought you had that covered. Big mistake. Asis is stronger then a cowardly police officer who assisted to identify vulnerable children via domestic violence files… how much did he get paid? Hoo ok w much did he pay you to cover up his mistake?

????’???? ???? ?? ?????? ??????????????…but there’s more. Efforts across the country to promote more Inclusive and Diverse hiring to achieve a greater sense of Equity have not gone unnoticed. There are so many success stories with many businesses being recognised for their amazing work and listed as an employer of choice. ????????’?? ?????? ????????????. It can be all too easy to fall into DEI to follow in competitor footsteps, creating a sense of ‘religion’ around the topic and totally miss the purpose of DEI. Unconscious bias is the backbone of the idea. Learning how to be more open minded with who you bring forward for an interview and who you offer a job to can dramatically change your perception of diverse and inclusive recruitment. And that’s where to start. Finitas/Precision Resource Group (PRG) provide incredible, detailed education into unconscious bias and the tools we have at our disposal to promote DEI, such as a gender decoder when writing adverts integrated into our CRM. We are enei members and a LVL2 Disability Confident Employer, so we know what it takes to support our clients’ efforts in doing the same. Let’s not forget, it’s the bigger picture that matters here and understanding how we can truly impact DEI in Insurance; it starts with the next generation. ?????????????????? ???? ???????????????? ???????????? ????????????????: ?? 52% of all Underwriting Assistants (1-8 years’ experience) in London are female (out of 1,225 professionals), ?? while only 29% of 919 senior underwriting leaders (manager, C-Suite and Director of) are female. While this is only one example of a core insurance vertical, it's clear that the real impact can be made by attracting the very best, young professional talent and promoting this industry and a valuable and lucrative career choice. ?????????? ?????? ??????????? #Hiring #DiversityAndInclusion #DEI #ENEI