The News You Need for March 15

Knowing your history, setting aside checklists, and Oregon's rules for MCOs.

The Evolution of Women’s Influence in Workers’ Compensation: Celebrating Historical and Current Contributions

Dr. Claire C. Muselman

The Issue: How Women Have Shaped Workers’ Compensation?

For decades, workers’ compensation was an industry primarily dominated by men, from the boardrooms of insurance carriers to the decision-makers crafting policy. However, the past several decades have seen an incredible shift—women have entered, innovated, and elevated the industry in ways that were once unimaginable. Today, women are leading claims teams, driving regulatory reform, developing groundbreaking safety initiatives, and shaping the future of risk management and workplace injury prevention.?

Yet, despite this progress, women in workers’ compensation continue to face unique challenges, including underrepresentation in executive leadership, pay disparities, and navigating gender bias in traditionally male-dominated spaces.?Understanding the history of women’s influence in workers’ compensation is not just about recognizing the past—it is about continuing to push for equity, representation, and impact in the future.?

Why It Is Challenging?

1. Historical Exclusion from Leadership Roles?– Women were largely absent from early policy development and high-level decision-making in workers’ compensation.?

2. Lack of Visibility for Women’s Contributions?– Many women who played critical roles in shaping the industry remain unrecognized in its history.?

Frances Perkins, the first woman to serve as U.S. Secretary of Labor, played a crucial role in developing the foundation for workers' rights and workplace safety, influencing many early workers' compensation laws.?

Edith Rousseau, a trailblazing risk management professional, worked tirelessly to promote women into leadership roles in insurance and workers' compensation.?

Judith Koslowski, a legal expert, helped shape modern workers' compensation regulations through her work in compliance and regulatory affairs.?

Countless women adjusters, safety professionals, and attorneys have pushed for better policies, improved claims handling, and enhanced workplace protections but have remained largely absent from mainstream recognition.?

3. Gender Bias in Hiring and Promotion – While women have made strides, leadership pipelines still disproportionately favor men in some regions of workers' compensation.?

4. Work-Life Balance Expectations?– Many women juggle professional advancement with caregiving responsibilities, which can impact career trajectories in an industry that demands high levels of commitment.?

5. Need for More Mentorship and Sponsorship—Without strong mentorship networks, women in workers' compensation may face more obstacles to career progression.?

Despite these challenges,?women continue to break barriers, lead with innovation, and redefine the industry’s future.?

What We Can Do for Ourselves: Amplifying Women's Impact on Workers' Compensation?

1. Recognize the Trailblazers Who Came Before Us?

Learn about and honor the contributions of women who paved the way in workers’ compensation. Celebrate the achievements of women in claims, underwriting, safety, compliance, rehabilitation, and law. Document and share the stories of women leaders who have shaped industry best practices.?

2. Step into Leadership and Decision-Making Roles?

Apply for leadership positions and board seats to ensure women’s perspectives are represented at all levels. Seek out and advocate for women-led professional development and networking opportunities. Push for fair hiring, promotion, and pay equity policies within organizations.?

3. Use Your Voice to Create Industry Change?

Speak at conferences, contribute to industry publications, and share insights on workers' compensation issues. Champion initiatives that support gender diversity, equity, and inclusion in the field. Mentor and support emerging women professionals to ensure a strong leadership pipeline for the future.?

4. Leverage Collaboration and Innovation?

Recognize that diverse teams—including gender-diverse—create stronger claims handling, risk management, and policy development outcomes. Encourage cross-functional collaboration to bring fresh perspectives to industry challenges. Invest in technology and process improvements that benefit all workers' compensation system stakeholders.?

5. Continue the Push for Equal Representation?

Encourage companies and industry associations to commit to gender balance in leadership roles. Advocate for transparent salary practices to close gender pay gaps in the field. Support legislative and organizational policies that promote work-life balance and career advancement for women.?

How to Support Others: Creating an Industry Where Women Thrive?

1. Establish Strong Mentorship and Sponsorship Networks?

Create spaces where experienced women professionals can mentor those entering the field. Offer sponsorship opportunities to advocate for women’s career advancement. Support peer mentorship and industry networking initiatives that connect women across different areas of workers’ compensation.?

2. Celebrate Women’s Achievements and Contributions?

Nominate women for industry awards, leadership panels, and speaking opportunities. Recognize the impact of women in workers’ compensation through storytelling, case studies, and industry publications. Encourage workplaces to highlight and celebrate women leaders during events like Women’s History Month.?

3. Foster Inclusive Workplaces That Support Women’s Growth?

Push for leadership training and professional development programs tailored to women in workers’ compensation. Advocate for workplace policies that support flexible work arrangements and career growth. Address biases and systemic barriers that limit women’s advancement in the industry.?

The Future of Women in Workers’ Compensation?

The story of women in workers' compensation is still being written. The progress so far is remarkable, but the work is not done. Women in this field can shape policy, lead innovation, and redefine what leadership looks like in the industry.?

The future of workers’ compensation depends on diverse leadership that understands the evolving needs of injured workers, employers, and the insurance landscape.?Women bring critical insights, expertise, and perspectives that drive meaningful change.?

It is time to amplify those voices, ensure representation in decision-making rooms, and build an industry in which women are not just participating but leading.?

Because when women lead, the entire industry moves forward.?

Julie Neil: The Power of Kindness, Strategy, and Authentic Leadership?

Dr. Claire C. Muselman

Julie Neil is the kind of leader who transforms spaces with her expertise, warmth, generosity, and strategic brilliance. A powerhouse in the workers' compensation industry, Julie brings a rare combination of business acumen and deep emotional intelligence. She proves that leadership does not have to be cutthroat to be effective, that influence is best wielded with kindness, and that success is not just about climbing the ladder—it is about bringing others with you.?

A Journey of Growth: From Investigation to Influence?

Julie's path into workers' compensation wasn't meticulously planned—it was an unexpected adventure. Fresh out of Florida State University in 1998, she lived with her grandparents in Clearwater, Fla. Her grandmother, a woman of immense strength and wisdom, handed her a physical copy of The St. Pete Times?and told her, "I hope you’ve enjoyed your break, honey, but it’s time to get a job."?

Julie took the investigative route when choosing between funeral sales and working as an in-house private investigator for an insurance defense firm. This seemingly small decision set the foundation for an incredible career. She started at Omega Insurance Services, where she was thrown into the high-pressure world of insurance fraud investigations. The job required long hours, thick skin, and relentless dedication—but Julie didn't just survive; she thrived.?

Sales, Strategy, and Self-Discovery?

Julie’s natural talent for relationship-building soon pulled her toward sales. Despite a personality test predicting she would struggle in a sales-driven role (because she was motivated by art, beauty, and emotion instead of money and competition), she fought for an opportunity. And she proved everyone wrong.?

Over the next seven years, Julie dominated sales, consistently outperforming expectations and climbing to the top of the ranks. But as she looks back, Julie recognizes that her early drive for success was rooted in external validation. She wanted to win, to prove herself. In the process, she sometimes pushed harder than necessary, believing that emotions had no place in business.?

It was not until later in her career—after becoming a mother, experiencing significant career transitions, and stepping into multiple leadership roles—that Julie truly embraced what leadership meant for her: authenticity, listening, compassion, and strategy.?

The Turning Point: Leadership with Grace and Vulnerability?

One of the pivotal moments in Julie's journey came when she joined Restore Rehabilitation. The company's founder, Pam Anthony, saw something in her—potential beyond performance. Pam promoted Julie into a leadership position, not just for her ability to drive results but also for her ability to lead with empathy.?

At the time, Julie was navigating a tough personal chapter—raising young children while going through a separation. She battled imposter syndrome, wondering if she could lead at a higher level. However, under Pam's mentorship, she discovered a new kind of strength: the power of vulnerability in leadership.?

Pam taught Julie that leadership isn’t about being the loudest in the room—it’s about creating space for others to shine. That experience changed everything. Julie stepped into her role with renewed confidence, learning that true influence comes not from demanding respect but from earning trust.?

Breaking Free from the Checklist Mentality?

For years, Julie believed in the "checklist of success"—that there was a formula for making it in business: work hard, outperform everyone, get the promotion, and make the money. But as she progressed, she realized something critical: what looks good on paper doesn’t always feel right in real life.?

She had reached a point where she had to ask herself:?Is this success, or am I just following a script??

That's when she made her boldest career decision—stepping away from the comfortable path of providing ancillary solutions and diving headfirst into SaaS and technology. Workers' compensation is an industry that isn't always ready for rapid innovation. Still, Julie saw the opportunity to bring fresh solutions to a space that desperately needed evolution.?

Now, as a leader at Gradient AI, she combines her deep industry knowledge with cutting-edge technology to drive meaningful change while staying true to herself.?

The Power of Listening—To Others and Yourself?

If there’s one lesson Julie wishes she had learned earlier, it’s this:?Listen. Really listen.?

Early in her career, she thought success was about talking—selling, proving, persuading. But the real magic happens in listening—listening to colleagues, clients, employees, and, most importantly, to yourself.?

Julie believes in tuning out the noise and paying attention to the whisper in your heart. It's easy to chase titles and paychecks. Sitting still long enough to recognize what truly fulfills you is harder. But once you do? That's when the game changes.?

Paying It Forward: Lifting as She Climbs?

One of Julie’s greatest passions is mentorship. Having benefited from incredible mentors herself, she now dedicates time to ensuring the next generation of professionals—especially women—have the guidance, confidence, and support to thrive.?

She has been deeply involved with the Alliance of Women in Workers’ Compensation, serving as an Ambassador, Board Member, and Co-Ambassador for Central Florida/Tampa. Through this work, she helps create opportunities for women to network, learn, and grow in an industry that hasn’t always been welcoming.?

She believes in community over competition. In a world that often tells women to "fight for a seat at the table," Julie challenges that mindset:?Why fight for a seat when we can build a bigger table??

Resilience, Reinvention, and What’s Next?

Julie’s story is one of?resilience and reinvention. From navigating career pivots to overcoming personal challenges, she has repeatedly proven that setbacks are just setups for something greater. She embraces change not as something to fear but as something to leverage.?

So, what’s next? Julie is?all in?on redefining leadership in workers’ compensation. She is helping drive the tech evolution in the industry while mentoring future leaders to step into their power with authenticity.?

Words of Wisdom from Julie Neil?

For women entering the industry today, Julie offers this advice:?

Trust yourself.?Your intuition is a business tool—use it.?

Take up space.?Don’t shrink to fit someone else’s expectations.?

Lead with kindness.?It’s not a weakness; it’s a superpower.?

Success isn’t a checklist.?Find what actually fulfills you, and go after that!?

Break the fake rules.?Most of them don’t exist anyway.?

The Legacy of Julie Neil?

Julie Neil is proof that leadership can be both powerful and compassionate—that strategy and heart can coexist. Her journey is a testament to trusting your path, embracing change, and lifting others.?

Julie does not shape workers’ compensation; she is shaping?the future of leadership itself.?And she is doing it all with grace, wisdom, and an unwavering commitment to being exactly who she is.?

What Notice do MCOs in Oregon have to Provide for Denials?

Frank Ferreri

Compliance Corner

When a managed care organization in Oregon denies a service, what kind of notice does it have to send out? That answer -- and more -- is on Simply Research, but as a sneak peek, we cover it below.

The Rule

The MCO must send written notice of its decision to all parties that can appeal the decision. If the MCO provides a dispute resolution process for the issue, the notice must include the following, in bold text:

Notice to the worker and all other parties:

If you want to appeal this decision, you must:

- Notify us in writing within 30 days of the mailing date of this notice

- Send your written request for review to:

{MCO name} {MCO address}

If you have questions, contact {MCO contact person and phone number}.

If you do not notify us in writing within 30 days, you will lose all rights to appeal the decision, unless you show good cause. If you appeal within the 30-day timeframe, we will review the disputed decision and notify you of our final decision within 60 days of your request. After that, if you still disagree with our decision, you may appeal to the Department of Consumer and Business Services (DCBS) for further review. If you do not seek dispute resolution through us, you will lose your right to appeal to DCBS.