The News You Need for March 12
We get to midweek with a lesson in intersectionality, learning with a legal trailblazer, exploring the why of International Women's Day, getting the scoop on blood and bodily floods, and checking in with the Workers' Comp Collaborative
Anne Kelly Zovas: Blazing Trails in Workers’ Compensation Law?
In the always-changing world of workers’ compensation law, few names command the level of respect and admiration that?Anne Kelly Zovas?has earned. As a?founding partner?of?Strunk Dodge Aiken Zovas (SDAZ) and a recognized leader, Anne has spent her career fiercely advocating for employers and insurance carriers while shaping the legal landscape of workers' compensation in Connecticut and beyond.?
With a?distinguished legal career spanning decades, Anne has been a formidable litigator, mentor, leader, and advocate for the legal community. Her journey—from being the first woman hired at her firm to becoming one of only 17 attorneys in Connecticut inducted as a Fellow of The College of Workers' Compensation Lawyers—is a testament to resilience, excellence, and the power of breaking barriers.?
From Law Clerk to Legal Luminary?
Anne's entry into workers' compensation law began while she was a student at the University of Connecticut School of Law. As a law clerk at a firm specializing in defending work-related injury claims, she discovered an interest in litigation and the fast-paced world of administrative hearings. That early exposure ignited a passion that would define her career.?
“I enjoyed the process of litigating claims in the Workers’ Compensation forum, which is an administrative setting,” Anne recalls. Her commitment to the field has never wavered since.?
Over the years, she has?represented municipalities, self-insurers, and insured employers?before the Connecticut Workers’ Compensation Commission. Her impact has extended beyond administrative hearings—she has successfully argued cases before?the Connecticut Appellate and Supreme Courts, securing decisions that have helped shape employer liability and the?exclusive remedy rule.?
Building a Legacy: Founding SDAZ?
In?2014, Anne and three colleagues took a bold step, founding?Strunk Dodge Aiken Zovas, LLC. This firm has become one of Connecticut's most respected workers' compensation defense firms. Under her leadership, SDAZ has expanded to 16 attorneys and has been recognized as Connecticut's designated National Workers' Compensation Defense Network member.?
This milestone reflects?Anne’s ability to lead, innovate, and mentor. Her approach combines?sharp legal strategy with a deep understanding of the human element of workers' compensation. This balance of humanity and legal strategy has earned her the trust of clients and the respect of colleagues.?
Breaking Barriers as a Woman in Law?
Anne’s career began at a time when the legal profession, particularly in Connecticut, was still?heavily male-dominated. Although her law school class at UConn was the first to be?more than 50% female, the reality of legal practice was starkly different.?
"I can recall often being the only female in the hallways of the Superior Court when I handled subrogation matters and regularly facing male attorneys in workers' compensation hearings," she shares. The legal world was different in subtle and overt ways. For example, she remembers when female attorneys were expected to wear skirts instead of pantsuits in court.?
Despite these challenges, Anne thrived. She?proved her expertise in the courtroom, gained recognition, and ultimately became a leader in the industry. Her success helped pave the way for?more women to follow in her footsteps.?
Balancing Career and Family?
Anne's journey has been one of professional triumphs and personal resilience. Raising three sons while maintaining a full-time legal career was no small feat.?
"I call those years a blur," she says with a laugh. Like many working mothers, she juggled deadlines, court appearances, and firm leadership while attending her children's school events, volunteering, and being present.?
Her success in balancing both worlds was made possible, partly by a supportive work environment—where male colleagues who were also fathers understood the challenges of parenting while building a career.?
Mentorship and the Power of Female Role Models?
One of the pivotal moments in Anne's career came early on when she met Attorney Amalia "Molly" Toro—a 1944 Yale Law School graduate and one of the very few women in the field at the time.?
“She was intelligent, accomplished, and fun to be around,” Anne recalls. “Having a female mentor to emulate and learn from was incredibly valuable.”?
This experience shaped Anne’s belief in the?importance of mentorship for women in law. She encourages young attorneys—especially women—to?find mentors who inspire them?and to?build networks of support?within their profession.?
A Career of Honors and Recognition?
Anne’s contributions to the?workers’ compensation and insurance defense industry?have earned her numerous accolades. These honors reflect her legal skills and commitment to justice, fairness, and the rule of law. Some of these include:??
- Fellow of The College of Workers’ Compensation Lawyers—an honor held by only?17 attorneys in Connecticut.?
- Best Lawyers in America—a distinction highlighting her expertise and reputation in the field.?
- “AV” Preeminent Rating from Martindale-Hubbell—the highest rating for legal ability and ethical standards.?
- Recognized as one of the Top Attorneys in Connecticut for Workers’ Compensation Law.?
Commitment to Community and Giving Back?
Beyond her legal work, Anne is?deeply involved in her community. She has served as the?President of the Hartford County Bar Foundation?and continues to serve on its?Board of Directors.?
She chairs the annual Hartford County Bar-Joseph Cassidy Memorial Road Race, which helps fund the foundation's efforts to provide grants for basic needs like food, shelter, and clothing.?
Additionally, she?co-chairs the Hartford County Bar Association Scholarship Committee, which awards scholarships to?local high school students and law students?at the University of Connecticut.?
Her dedication to?giving back?reflects her belief that success is not just about personal achievement but also about lifting others up.?
Beyond the Courtroom: Life, Fitness, and Personal Passions?
Anne finds balance in her active lifestyle—she is a runner, cyclist, and CrossFit enthusiast. She credits her fitness routine with helping her manage stress and stay energized in her demanding career.?
As a?sports fan, she has always supported her sons’ athletic pursuits and now enjoys?college basketball. And when it’s time to unwind, she reaches for?historical fiction audiobooks, indulging in her love for storytelling and history.?
Advice for the Next Generation?
For young women entering the field of law—especially in workers’ compensation—Anne offers this advice:?
1. Find a mentor?who inspires you and?learn from their experiences.?
2. Do NOT be intimidated?by being the only woman in the room—use it as motivation.?
3. Balance is possible, requiring prioritization and a strong support system.?
4. Stay involved?in professional associations—your network will be invaluable.?
Anne Zovas: A Woman of Influence?
Anne Kelly Zovas embodies the very essence of influence, resilience, and leadership. Her story is one of breaking barriers, building a legacy, and giving back—all while staying grounded in her values of integrity, hard work, and community.?
As Women's History Month 2025 shines a spotlight on extraordinary women, Anne's journey inspires young professionals, legal minds, and women across industries.?
Her legacy is not just in the cases she has won or the firm she has built—it is also in the lives she has impacted, the doors she has opened, and the example she has set for the next generation.?
Anne Kelly Zovas is not just a lawyer—she is?a force in workers’ compensation, a champion for women in law, and a true woman of influence.?
The Role of Intersectionality in Women’s Experiences: Understanding How Identities Influence Workplace Dynamics?
The Issue: Why Intersectionality Matters in Conversations About Women’s Advancement?
The challenges women face in the workplace are not one-size-fits-all. Factors like race, ethnicity, sexual orientation, disability, age, socioeconomic background, and other aspects of identity shape individual experiences in profound ways. Intersectionality, a term coined by scholar Kimberlé Crenshaw, recognizes that women do not experience discrimination and opportunity in the same way. Instead, overlapping identities create unique advantages or barriers that influence career trajectories.?
For example, while all women may face gender bias, a Black woman may also contend with racial discrimination, an LGBTQ+ woman may encounter exclusion based on her identity, and a woman with a disability may experience additional accessibility barriers. Understanding these layered experiences is essential to creating genuinely inclusive and equitable workplaces.?
Ignoring intersectionality means failing to address the full scope of challenges women face, leaving many behind in the push for gender equity. Actual progress requires acknowledging and addressing these differences rather than treating women as a homogenous group.?
Why It Is Challenging?
Traditional Gender Advocacy Often Centers Privileged Narratives?– Many women’s leadership initiatives focus primarily on the experiences of white, upper-middle-class women, unintentionally excluding marginalized voices.?
Lack of Representation in Leadership?– Women of color, LGBTQ+ women, and women with disabilities remain vastly underrepresented in executive roles, making it harder to advocate for systemic change.?
Workplace Policies Do Not Always Consider Unique Barriers?– Many diversity efforts do not address the specific needs of women who experience multiple forms of discrimination.?
Biases Are Often Subtle and Overlooked?– Microaggressions, stereotypes, and implicit biases create daily challenges that go unrecognized by those who do not experience them firsthand.?
Fear of Disrupting the Status Quo?– Conversations about race, disability, and other intersectional factors can feel uncomfortable, leading some organizations to avoid addressing them altogether.?
Understanding intersectionality ensures all women have a seat at the table and equal access to opportunities.?
What We Can Do for Ourselves: Navigating the Workplace as an Intersectional Leader?
1. Embrace and Celebrate Your Full Identity?
Recognize that every part of your identity contributes to your leadership style and strengths. Reject the pressure to conform to traditional norms—authenticity is a powerful leadership tool. Seek out professional networks that celebrate and support all aspects of your identity.?
2. Advocate for Yourself and Others Who Share Your Experiences?
Speak up about barriers that affect women with intersecting identities, even when they are not widely recognized. Connect with allies and mentors who understand the importance of intersectionality in leadership. Use your voice to push for inclusive policies that address the unique needs of all women.?
3. Seek Out Inclusive Workplaces and Leadership Opportunities?
Consider whether a company's diversity efforts extend beyond surface-level initiatives when evaluating job opportunities. Take on leadership roles where you can influence workplace policies and advocate for inclusive change. Hold organizations accountable for representation at all levels, not just entry and mid-level roles.?
4. Educate Yourself and Others on Intersectionality?
Stay informed about the ways different identities shape workplace experiences. Share resources, articles, and studies that highlight intersectional challenges and solutions. Engage in open, respectful conversations about identity and inclusion within professional spaces.?
5. Build a Support System of Diverse Allies?
Connect with women from different backgrounds to understand their experiences and amplify their voices. Recognize that solidarity strengthens collective progress—supporting others leads to broader workplace transformation. Foster mentorship and sponsorship opportunities for women with underrepresented identities.?
How to Support Others: Creating Inclusive Workplaces That Address Intersectionality?
1. Ensure Women’s Leadership Initiatives Are Truly Inclusive?
Review mentorship programs, leadership tracks, and networking opportunities to ensure they reach a diverse range of women. Avoid a "one-size-fits-all" approach to professional development—tailor programs to address unique challenges different groups face. Amplify voices that are often overlooked in workplace conversations about gender equity.?
2. Address Bias in Hiring, Promotions, and Workplace Culture?
Advocate for transparent hiring and promotion practices that eliminate hidden biases. Encourage companies to conduct regular equity audits to assess pay, advancement, and leadership representation disparities. Challenge stereotypes and biases when you witness them, whether in meetings, hiring panels, or leadership discussions.?
3. Create Safe Spaces for Open Conversations About Identity and Inclusion?
Encourage honest discussions about workplace experiences without fear of retaliation. Establish employee resource groups (ERGs) where women can connect, share, and advocate for change. Foster a culture where everyone—especially those in leadership—actively listens, learns, and takes action to improve inclusivity.?
A Call to Action: Elevate Every Woman, Not Just Some?
The fight for gender equity is incomplete without an intersectional lens. Multiple factors shape women's experiences in the workplace, and progress must include all identities. If we want to break barriers, we must first acknowledge that not all women start from the same place. True leadership is about?lifting as we climb—not just for those who look like us, but for every woman facing systemic barriers. Empowerment is not a limited resource. When workplaces become more inclusive of all women, everyone benefits. Let's move beyond surface-level representation and work toward a future where leadership reflects the diversity of women's experiences.?
Because when all women rise, we all rise.?
International Women’s Day: Why Do We Do It?
Case Management Focus
In this week’s article, I wanted to write about International Women’s Day, as I was unfamiliar with it, and I had seen a lot of coverage over the past few weeks in the news and on social media.?
So, what is International Women’s Day (IWD)??
IWD is a really a full month dedicated to the advancement of women worldwide. Marked by millions of people on March 8, 2025, IWD celebrates women’s social, economic, cultural, and political achievements and calls for action to accelerate gender equality. IWD provides a platform for engaging with communities, reflecting on progress, and committing to positive action. Participation in IWD ensures that progress toward equality remains on the global agenda and positive action prevails.?
I have had a good life and a successful career as a woman. I have not felt bullied or ignored in my career as a nurse, yet overall I have been welcomed and well respectd. I have been blessed with a loving and supportive husband who has been my biggest supporter in all my endeavors. I know this is not true for many women, and as a result their lives have been difficult, hurtful, and complex. Yet, amazingly, they carry on. I wonder if I would be as strong if challenged as they were???
Over the years, many family members, friends, and colleagues have supported me personally and professionally in all my endeavors. I appreciate their support and work to do my best to live up to their expectations.?
As nursing and case management are primarily made up of females, many of my femail peers and colleagues have supported and recognized me for my work. I have also supported and recognized many women who were doing important work. I continued to do this because I respect them and their work. Not to be one-sided, I have also respected men, and (maybe naively) I thought that was what professionals do, but from some stories I have been told and witnessed in some respected colleagues career it is not a given.??
This year, as part of International Women’s Month, I was honored to be recognized for my work in workers’ compensation as a nurse case manager leader. Dr. Claire Muselman, a leader in the field and part of the editorial team for WorkersCompensation.com, produced profiles on women leaders in the workers’ compensation space.? Click here to read my shout-out. The entire series is being archived on the workers compensation website and once it is posted, I will share the link.??
The series made me realize, maybe for the first time, that WE, WOMEN, need to support each other and stand up to ensure we are heard and respected. We must also use our voices to call for change when equity, inclusion, and diversity are not being practiced. As a result, from now on, I will be more aware of the inequities many women face and will do my best to support them in their work and lives. We have to stand together!?
Thank you for reading this post. Have a good week!?
What’s Up with Bodily Fluids in New York?
Do You Know the Rule?
There are some workers whose line of work involves the risk of coming in contact with people's blood or other bodily fluids. Such a happening can present a workplace injury, and the Empire State has rules regarding how compensation works when a public safety officer experiences such an exposure. Subscribers to Simply Research can find those rules along with others regarding liability for compensation in New York and across the country.
Rules on N.Y. Public Safety Workers, Blood, & Bodily Fluids
Where a public safety worker in the course of performing her duties, is exposed to the blood or other bodily fluids of another individual, the executive officer of the appropriate ambulance, fire or police district may authorize such public safety worker to obtain the care and treatment, including diagnosis, recommended medicine, and other medical care needed to ascertain whether the worker was exposed to or contracted a communicable disease, and such care and treatment is the responsibility of the insurance carrier of the appropriate ambulance, fire or police district or, if a public safety worker was not so exposed in the course of performing her duties for such a district, then the worker shall be covered for the treatment by the carrier of her employer when the worker is acting in the scope of her employment.
Glossary Check
Under New York law, "public safety officers" include but are not limited to a firefighter, emergency medical technician, police officer, correction officer, civilian employee of the department of corrections and community supervision or other person employed by the state to work within a correctional facility maintained by the department of corrections and community supervision, driver and medical observer,
The term "public safety worker" shall include persons who act for payment or who act as volunteers in an organized group such as a rescue squad, police department, correctional facility, ambulance corps, fire department, or fire company.
Women in Workers’ Compensation: Leading, Influencing, and Driving Change
As we celebrate International Women’s Day, I want to recognize all of the incredible women who are shaping the workers’ compensation industry. To those driving positive change in risk management and claims—advocating for injured workers while protecting their organizations and you still have the energy to lead, lift and inspire other women.
One organization that has been instrumental in empowering women in the workers' compensation industry is the Alliance of Women in Workers' Compensation . Last year, I had the honor of being part of the very first cohort of their DEI Mentoring Program. This experience gave me a deeper understanding of the value of mentorship, the power of diverse perspectives, and the importance of stepping into leadership roles with confidence.
I had the privilege of being mentored by Melissa Morley, Medical Only Claims Director with AF Group. She was a sounding board for my ideas and offered perspectives that challenged my thought process and overall encouraged me to create the career I want within the workers compensation industry. We connected beyond a mentor/mentee and I know that I have met a friend for life. The Alliance of Women in Workers' Compensation mentoring program was the catalyst that gave me a voice and for that, I celebrate all of the women involved in making it great success for my cohort and all of the cohorts to come.
We as women many times, make our voices small and sometimes even ourselves small. But in celebrating International Women's Day and all the beautiful women who have lifted me up, I also celebrate my voice. The support of strong women in this industry has not only helped me find my voice, but has also shown me the power of collective leadership. When women step up to lead, we create spaces for innovation, empowerment, and transformation. Finding my voice and learning to use it as a leader, connector and collaborator—this is how the idea for Workers’ Comp Collaborative blog was born and with it, Workers Comp. Collaborative-Employer Roundtable which is a space to empower employers to take charge, lead the conversation, and drive claims forward in true partnership with all stakeholders. While the insurance side has many incredible women leading the way, my goal is to create a stronger collaboration—one where employer voices are heard just as clearly. By working together, employers and insurance professionals can transform the industry, creating a more balanced and proactive approach that benefits injured workers, organizations, and the workers’ compensation system as a whole.
For 2025, the Alliance has introduced a theme that speaks directly to what we, as women on the employer side of workers’ compensation, need to do: “ALL In.” And this is my challenge to each of you—let’s go ALL In on taking ownership of our role in this industry. Let’s be the ones at the head of the table, driving conversations, shaping claims strategies, and ensuring that employer involvement isn’t an afterthought but a driving force for better outcomes.
To the amazing women I’ve connected with on LinkedIn and beyond—thank you for inspiring me daily. Your leadership, resilience, and commitment to this industry push me to do more and be better. Every step forward I've taken has been because of the women who encouraged, challenged, and inspired me. The workers' compensation industry is stronger because of the women who refuse to stay small—who take up space, lead with purpose, and empower the next generation. If you’re an employer-side professional and haven’t yet joined the Alliance of Women in Workers’ Compensation, now is the time. Surround yourself with strong, driven women who will challenge and support you. Together, we can make a lasting impact.
Here’s to owning our influence, stepping into leadership, and going ALL In—because the future of workers’ compensation needs us at the forefront.
Disclaimer: The views expressed on Workers’ Comp Collaborative are my own and do not reflect those of my employer or affiliates. The content is for informational purposes only and should not be considered legal or medical advice. Consult the appropriate professionals for guidance specific to your situation.