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Pride in the Spotlight

Welcome to our Pride month edition of spotlight interviews, where we proudly highlight the voices and experiences of LGBTQ+ professionals in the insurance industry. We had the privilege of sitting down with these remarkable individuals to delve into their personal journeys, insights, and perspectives. They graciously answered a series of thought-provoking questions, shedding light on their career paths, challenges faced, and the positive shifts they have witnessed within the industry. Join us as we celebrate their accomplishments, share their wisdom, and champion a more inclusive future.

Emily Clark

Staff Accountant at Falvey Insurance Group

Lynda Karalla

Manager - Human Resources Consulting and Recruiting at Amerisure

TiJuan Robinson

Associate Quality Review Tech at Liberty Mutual

Has it been difficult to bring your authentic self to work while working in the insurance industry?

I did struggle with my journey previous to finding a home in the insurance industry. I did receive numerous discriminations in other fields I worked previously but found a home at Falvey Insurance Group. Not only am I accepted here but more importantly, I am supported here. I have also found interactions with other companies to be very welcoming and truly celebrate diversity and inclusion.

At times, I have felt apprehensive about sharing my whole self at work.  I worry that I won’t be invited to have a seat at the table, that my voice will be discounted, or that my thoughts and ideas won’t be taken seriously.  I have experienced this and I have watched it happen to others around me. 

 

After a lot of reflection and reading on the topic of vulnerability, I have decided that I want to work with teams that embrace authentic connections, and to be part of a group that openly shares their wins, successes, struggles, fears, and mistakes while creating a safe space for others to do the same.  This openness creates an atmosphere of trust, empathy and collaboration where team members feel comfortable taking risks, expressing ideas and seeking support.  Vulnerability inspires compassion and understanding, and breaks down barriers between individuals while encouraging a culture of acceptance and inclusivity.  I feel very fortunate to have found my team at Amerisure that fully embraces this.  An intentional focus can not only build stronger relationships, but can also empower others to reach their full potential; leading to greater innovation, resilience, and success.

I cannot speak for the entire insurance industry. But working for Liberty Mutual has been a place where I can be my true self. It past jobs I have never revealed that I was transgender. This has been the first job where I felt seen.

In what ways has the insurance industry moved closer to diversity, equity, belonging and inclusion?

In the short time I have been in the industry, I have personally seen growth. I believe that between so much civil unrest within so many different communities that companies have started to take a strong stance on the issues and I believe see the benefits of a more diverse workforce. I also contributing this to great organizations like RISE, DAIP, APIW, and many others standing up and showing the importance DEI and spotlighting companies that are working toward a better future. This in turn pushes employees to work for better companies that have similar values.

Again, within Liberty Mutual I have seen women, and people of color being promoted. There are so many Employee resource groups and people that you can reach out to. We also celebrate all cultures, ethnicities, and sexes. Even in our quoting system we acknowledge non-binary individuals. Our health insurance insure gender affirming care. The company pays for surrogacy for same sex couples. There are so many different things.

What advice would you give your younger self beginning your career in insurance? What prepared you to be in the role/position you currently occupy?

I would tell myself that insurance isn’t what you think it is. It is actually a challenging industry with so much growth opportunity. It is also full of amazing people doing positive things in this world. As an accountant in my company, owning a couple of businesses prior helped me a great deal. I was able to learn so much of the accounting field while learning to grow great relationships with my clients.

Find a company with values that align with yours.  When your values and beliefs are shared and practiced by the organization you work for, you are more likely to feel a strong connection to your work and find meaning in what you do. 

Learn as much as you can! You can never stop learning. Reach out to people in roles that you desire. Increase your education. Take advantage of tuition reimbursement.

Do you see yourself represented in your peers and/or leaders in the insurance industry?  

At this time, I do not. I don’t blame the insurance industry directly as I have seen so much positivity in my experiences. I just think companies need to do a little better job of showing what the insurance industry has to offer and extend the so-called olive branch to the community. I am personally, with my DEI committee, will be attending Pride on Sat June 17th to do our part to show the community a safe and accepting industry.  I would love to share this space with my transgender and gender nonconforming family. I do hope other companies find ways to reach out to my community more so they can see just how great it is.

When I joined the insurance industry in 2016, I did not see myself represented among my peers or leaders.  Over the past 7.5 years, I have seen that shift in a positive way.  Because there has been increase in groups, like RISE, who are being intentional in focusing on inclusion and belonging, I believe more LGBTQ+ people are feeling safer being their authentic selves.

 

While feeling unrepresented at work can be a struggle, there is immense value in being seen and heard.  I am grateful to have worked with teams where my thoughts, ideas, and perspectives are acknowledged and given a platform.  For me, it has fostered a sense of validation and inclusion.  Even though I don’t always find individuals who share my exact background, I feel my voice has been recognized and respected.  This allows me to contribute in meaningful ways.  It also empowers me to be able to share the narrative, challenge biases, and pave the way for a more diverse and inclusive workplace that embraces the unique contributions of each individual.

With only 2 years under my belt, I am a leader within the ERG. But I have yet to be a leader within the insurance industry. But stay tuned. That 5 year plan is already ahead of schedule!!

We extend our deepest gratitude to each interviewee for their courage and vulnerability in sharing their authentic selves. In a world where it is not always safe or easy to live one’s truth, their openness is truly inspiring. Their stories and experiences contribute to the ongoing dialogue on the importance of creating safe spaces and fostering acceptance for all individuals, showcasing resilience, authenticity, and the transformative power of diversity. 

RISE stands as a proud ally, committed to creating a safe and inclusive space where the LGBTQ+ community can thrive and flourish in their careers. It is encouraging to witness the positive strides the industry is taking towards diversity, equity, belonging, and inclusion, however, we recognize that there is still a lot of work to be done for the entire industry to fully embrace diversity. Together, we strive to foster an environment that celebrates and values the unique contributions of every individual, promoting a future where inclusivity is the foundation of the insurance industry and beyond.

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DEI Spotlight: Asian American and Pacific Islander Heritage Month

Jared Yee, MBA

Senior Client Service Manager at Liberty Mutual Insurance

Margaret T. Ling, Esq.

NYS Agency Business Development & Underwriting Counsel at Amtrust Title

Rachel H. Kim

Vice President, Senior Claims Counsel at Sompo International

What is the best career advice you’ve ever received?

Jared: Make yourself irreplaceable.  By having this mindset, I’ve always tried to go above and beyond the expectations of a job.  That’s lead to self-growth as well as new opportunities in my career.  I initially thought this advice was about job security but quickly learned that it drives you to innovate and be a better version of yourself every day.  When you try to make yourself irreplaceable, you’re often creating value by challenging the status quo.

Margaret: Be genuine; sincere and be yourself;  never underestimate your ability to know the law and be a good attorney.

Rachel: How you treat people matters.  Particularly those who may tend to get overlooked. 

Relationships matter.  This is a relationship business.  Network, follow up, and network some more.  Go to networking events.

Members of the AAPI community are often viewed as the “model minority” – smart, hardworking, team-players but state that they are not always sought out for leadership roles. What, if any challenges have you faced because of this perception and how have you overcome those challenges?

Jared: People often think of the “model minority” stereotype as a good thing, but it’s a double-edged sword.  It’s because of the perception that Asians are smart and hard working that they are often left out of the discussion when it comes to workplace discrimination.  My personal experience has been mostly positive, but I have occasionally faced challenges of people having preconceived notions of who I am.  I found the best way to overcome this is by communicating and building relationships.  Sometimes people just need the opportunity to learn more about you.  Finding those opportunities with everyone isn’t always easy and sometimes you have to put yourself out there but it’s very much worth the effort.

Margaret: Very true, Asians are stereotyped as we are quiet. I have faced quick judgment from others that Asians  are complacent and passive. My response to this is to tell others that our Asian Culture engrains in us to be quiet and listen. We are very intuitive and think, observe and absorb what happens around us before we act. My Parents always taught me to listen and not say anything unless it truly was substantive and mattered.  Mindless banter was not necessary. My experience in my legal career has been to say that Asians are “Quiet Thunder”.  We will tolerate a great deal until we speak up and then it’s like a volcanic eruption. I have overcome other’s stereotypes by speaking up more and being more active and engaged. I am always gracious and have realized that being quiet will only lead to exclusion and judgment by others. I tell others that being quiet is not a sign of passive weakness as we are thinking and analyzing. I have continued to try to break the stereotypes and show them that AAPI Attorneys are as articulate and strong as others. We just show it and act on it in a different way.

Rachel: When I was in elementary school, my father would periodically hand me envelopes with a small amount of cash (true story) in an envelope labeled, “Leadership Fund” and would say, “Go, be a leader at something with this money.”  When I was younger, I rarely spoke up; the double consciousness was constantly a factor, and sometimes I was my own worst critic.  Going to a rigorous graduate school forced me to continually speak  up, and I’m going to conflate Questions 1 and 2 here, but the best advice I have to combat double consciousness and/or being your own worst critic is to push yourself to speak up.  Volunteering to lead meetings, conferences, and challenging yourself to be a speaker on panels or leading your own.  Learning to find a way to express your thoughts but also showing you can listen attentively and you have the ability to be flexible in your analysis and speaking style.  As one of my mentors once said to me, “Use everyday opportunities to show that you are a leader.”

What do you know now that you wished you knew when you began your career?

Jared: Speaking up and having a voice is so important.  Early in my career, I kept my ideas and opinions to myself, especially in large group settings.  I thought it was more important to listen since everyone in the room had more experience than me but learned that’s not always the case.  Experience and length of time are not synonymous, and sometimes your unique perspective can broaden the conversation.  I also found myself learning a lot more by engaging in conversations rather than just listening.   I think everyone has some level of apprehension speaking up early in their careers, but the sooner you get over that fear the better off you’ll be.

Margaret: I know now that it is okay to be more outspoken and articulate as long as it is substantiated. I have learned over time that the world and society does not always think the same way as us.  I have learned to trust my judgment and intuition when someone is not being sincere and genuine. After 40 years as an Attorney, I now know that others are not always on your page with the same genuine motives.  Many times they are taking advantage of the helpful, kind, hardworking and quiet person. I mentor many young attorneys and law students and teach them to focus on the realities of society.” Do not let anyone crush your thunder and take advantage of your hard work and effort”

Rachel: Bring out the excellence of others around you.  Be team oriented – a rising tide lifts all boats. 

Simultaneously, be confident and know your worth.  Dare to create your dream job.

Pick and choose your battles.  Align yourself with mentors, managers, senior personnel – someone who will help you see the big picture.

Don’t lose sight of your company’s vision.

Don’t put your head down and simply work.  The “goodwill lap” is very much needed – walking around the hallway and engaging with colleagues, particularly from different groups.

Choose connection, every time. 

Master the ABC’s of your job, and then take on more.

Excel and become a subject matter expert in one area, but find the balance where you are not just pigeonholed into one area, but challenge yourself to take on additional subject areas. 

In your opinion, what needs to happen in order to break the corporate glass ceiling and expand the presence of Asian Americans in executive suites?

Jared: Asian discrimination in both education and the workforce should be talked about more, as its often minimized or overlooked.  Companies need to promote and increase the representation of Asian Americans in leadership positions.  Currently, Asians make up a very small percentage of senior leadership positions despite having a high percentage of graduate and professional degrees.  Finally, Asian Americans need to continue to develop their leadership skills, advocate for themselves, and seek out leadership opportunities.

Margaret: There needs to be a better understanding; implementation and practice of Diversity, Equity, Inclusion and Belonging from the Corner Office and Upper Management. It will then flow down so that everyone feels embraced regardless of how different they may be. In choosing DEI Chief Diversity Officers, Individuals who truly care and practice DEI and Belonging must be hired. It shouldn’t be hiring someone just to check off a box. Good Corporate Culture where DEI and B is actually embraced and practiced correctly amongst everyone in a Company will lead to an inclusion environment where everyone is happy. Happy Staff leads to being more productive and greater success and profitability.

Rachel: Proven leadership; continued visibility; sponsorship.

 

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Black History Month 2023 Spotlight

Andrea Cordy

Senior Training Specialist

Liberty Mutual Insurance

Dayne Thornicroft

SVP, Claims – Metrics | Analytics | IT

Arch Insurance Group

Ebony Little

National Program Director

National African American Insurance

Association

Shani Wright, MBA, CWCL

Branch Manager

Gallagher Bassett

What advice would you give your younger self starting out in the insurance industry?

Andrea: I would advise my younger self to begin with the end in mind.  I would tell my younger self that the first role gets you in the door.  Of course, challenge yourself to be the best at the job, but at the same time, view the role as an opportunity to determine if the company and that particular assignment are a good fit for you.  Companies, organizations, departments, and teams all have unique visions and cultures.  I have found that it is a much more fulfilling experience to work in an organization that is aligned with your values.  I would advise my younger self to not be afraid to take ownership of your career and investigate other options if you find a role is not a good fit for you.  Learn from the experiences that each role offers and allow those experiences to inform how you not only search for the next role but also the questions you ask when you interview for the next role.

Dayne: The first thing I would tell myself is that there is no better time in your life to take risks. This can be in the form of working on a large and impactful project or working at an insuretech startup. You likely have much less weighing you down and far more time to recover if the risk doesn’t pan out.

I would also tell myself to alter my mindset around what my career should look like. I’ve had many tell me that your career is not like a ladder, but more like a lattice and they were correct. There have been roles I’ve taken that were lateral in nature or had seemingly little to do with the role I had prior, but gave me the foundational experience I needed to be a well-rounded leader today. Focus your career on learning, development, making an impact and getting exposure for that impact and the compensation will follow. Don’t be tempted to compare yourself to your peers. We are all on our own path and the only person you should be comparing yourself to is your prior self.

Ebony:

  1. It’s alright to be choosy about the “company you keep.” Representation is and should be important in your decision making. Do your research about the companies that are of interest to you and look at the leadership team. Does it in some part look like and or represent you? What are the core values of the company? Do they align with your values and the professional development you aspire to have?
  2. Work on your professional development incrementally and build and nurture solid relationships that can propel you forward and you progress in your career.
  1. Allyship and mentorship are integral to your career. Both do not have to reside in the company you work in. They can exist outside of your organization. Find yourself a mentor early on. Look for and join groups that offer a safe space to be your most authentic self and network with like-minded individuals in the industry. If there isn’t a current one, don’t be afraid to START one! Be the change you want to see.

Shani: I would tell my younger self to learn the art of networking. It’s the key to creating pathways for opportunity. We must create a circle of peers that support, encourage and will speak our names when we are not in the room. Those individuals don’t necessarily need to look like us either. It’s important that young professionals be open to creating a diverse network within the industry. I would also tell my younger self to be flexible. I believe flexibility allows a young professional to take on a wider range of opportunities that may extend globally. Lastly, I would tell my younger self that you are ENOUGH and deserve to have a seat at the table, never second guess your worth.

If you were starting today, as a young African American professional, would that advice change and if so, how?

Andrea: If I were starting in the industry today, my advice would change only slightly.  I would encourage participation in Employee Resource Groups (as members and/or allies) because involvement in these groups is an organic way to network and to learn more about the organization.  It presents opportunities to engage in conversations with people who work in different parts of the organization and provides you with a topic to initiate the conversation.  The relationships formed through Employee Resource Groups can also assist you in developing professional allies. It can also be a platform to establish relationships with potential mentors and sponsors.

Dayne: Overall, it would not change however I would tell myself to leverage the African American networks and resources available. Many companies now have Employee Resource Groups (ERGs) that weren’t around when I started my career that can be great for networking, finding a mentor, taking workshops and building business acumen. Finding a mentor that can help guide and introduce you to people you otherwise may not have had access to is crucial. Leverage professional networks, attend events and conferences to broaden your network. Finally, I would encourage you to pay it forward as you progress in your career and help create opportunities for others as they have done for you.

Ebony: I wouldn’t change the advice. Discovering and owning your value add to a company is empowering and can create areas of opportunity for advancement in the right environment. The items mentioned are part of that path to career advancement.

Shani: The advice would not change. The only thing I would add is to find your niche in the industry. Do something that you are passionate about. Your passion will ultimately lead to your purpose in life. Understand that all work experiences are preparing you for your final career destination. Never take any experience for granted. Invest early in yourself. When you get your first check develop a savings plan that will serve you long-term. 

How has the insurance industry embraced diversity, equity, belonging, and inclusion? What challenges still exist?

Andrea: Across the insurance industry, I have seen a positive shift related to Diversity, Equity and Inclusion.  Internally, we have Employee Resource Groups (ERGs), various leadership development programs, as well as direct programming to expand employees’ awareness of the company’s DEI goals. These opportunities provide all employees the ability to serve as champions or allies of the company’s DEI initiatives.  The challenge, as I see it, is that we are still finding our footing in what it means to embrace DEI.  There are varying levels of buy-in and participation across the organization.  Considering the focus on DEI is still relatively new, I am hopeful that the industry will continue to not only focus on DEI but help those who are reluctant to understand the value that diversity, equity, belonging, and inclusion bring to the industry, to the individual organizations and to all of us who work in the industry.

Dayne: The industry has come a long way in embracing DEI during my career. I think about it in five phases: The first phase was awareness; awareness of lack of representation, diversity and pay equity. Then came the education phase to bring these issues to the forefront by giving individuals a safe platform to share their experiences with one another. Then came the advocacy phase where community groups were created to address lack of diversity, unconscious bias and discrimination in its various forms. Then finally came the action phase, where companies changed hiring practices, promotional practices, addressing pay inequality and making DEI a part of everyone’s goals.

Although the industry has made great progress through these phases, the main challenge that exists today is widening the funnel of diverse candidates. If you ask a college student to depict someone that works in the insurance industry, they will more than likely tell you that they are a Caucasian male wearing a suit holding a briefcase. There is a stigma to overcome that will take all of our efforts to educate the next generation on the opportunities that exist for them in the industry.

Ebony: Companies have embraced DEI by  making public declarations of support for DEI, offering organizational support by appointing DEI officers to deal with company alignment and commitment to  DEI initiatives; DEI strategies have been realigned within established ERGs to meet company and stakeholder needs.

The challenge lies in making sure the employee expectations of the ERGs align with the DEI priorities of the company; create programs that lead the feeling and appearance of inclusion in tandem with actual career advancement (not just the talk of it) for African Americans & People of Color. This is a step in managing the existing gaps in what is said vs what actually done.

Shani: Over the last two years the insurance industry has made great strides in creating a space for diverse individuals to soar in the insurance industry.  The industry is raising awareness that diversity matters. Many companies have created diverse and inclusion committees to make sure all employees feel a sense of belonging.  There are mentorship and leadership programs geared toward investing in talented diverse insurance professionals. Other companies are making an intentional effort to recruit students from HBCUs for internship program and entry level positions. I believe there are still challenges that exist in genuinely creating opportunities for talented professionals to move up into senior leadership roles.  I am committed to making sure that individuals that look like me have opportunities in this industry. My hope is that this is not a moment, but truly a movement that will transform how the insurance industry receives, treats and promotes African Americans in the insurance space.

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National Veterans Month Spotlight

, ,
Carey Bond
Head of Claims
Americas at Lloyds
Debria Seabrook
Specialty Risk Underwriting
AmTrust Financial Services, Inc.
Dontye Johnson
Associate Underwriter
Richmond National Insurance
William Ambros
Property and Casualty Claims Manager
Assurant Global P&C Claims

How would you describe your leadership style? 

 

Carey: Servant Leader – If I support my team, together we will achieve.

Debria: My leadership style when managing projects or mentoring previous co-workers was to lead not only by example but also with a “together we rise” approach.  I have found that being a strong leader with an understanding that the team is what fosters success and ultimately brings loyalty and gets the job done.

Dontye: A leadership style that utilizes a flexible approach to provide colleagues with the confidence needed to learn, perform, and encourage themselves to accomplish goals and overcome the challenges set in front of them.

William: My leadership style is to be as fluid as possible given the situation and the individual or team that I am leading. I strive to blend a combination of Democratic, Coaching, and Visionary techniques as best fits the environment. My overarching goal is to be supportive and motivate my team to accomplish more than they think they have in them. There is nothing more satisfying than seeing sustained progress and development.

Do you believe that style is influenced by your time in the armed forces?  If so, how? 

 

Carey: Yes. Military members are asked to do many things and the commitment could be the ultimate sacrifice.  Understanding that, each military person deserves no less than the all of each member of the team and especially the leader.  I can’t express how proud and honored I am to have served.

Debria: I do believe that my style of leadership was influenced by my time in the armed forces. The armed forces are where I learned how to work as a team and understanding that each role is important in the success of completing the task. 

Dontye: Being in the Nuclear Submarine Force has provided me with the patience, technique, and confidence to adequately enhance teamwork collaboration to lead and accomplish objectives under pressure.

William: My leadership style was most assuredly influenced by my experiences, and the people with whom I served. Interacting with peers and superiors from all walks of life exposed me to a variety of leadership styles and practices. Moreover, it also impressed upon me how every individual responds differently, and a good leader is adaptive to the needs at hand.

Do you see yourself represented in your peers and/or leaders in the insurance industry?

 

Carey: We’re getting there, I know and have known great leaders in the industry.  Acknowledging and acting on opportunities to expand opportunities to all is important and I see forward looking leaders embracing and leaning forward into DEI efforts as other improvements are also embraced, such as Customer Service, Technology, acknowledgement of climate impact are all examples.

Debria: I do see some representation but there’s not that many veterans in the insurance field that I have come across. 

Dontye: I see myself being represented amongst my peers and leaders of productive leadership in the insurance industry.

William: Yes, in my thirty years in the insurance industry I have had the pleasure of working alongside many people who have served in all branches of our military. Each has imparted upon me different lessons learned.

What skills make veterans uniquely qualified for careers in Insurance & Risk Management?

 

Carey: Flexibility and adaptability – the force multiplier that always make the US military a premier force in the world is the quality of its leadership.

Debria: Veterans possess strong skills like teamwork, attention to detail, getting the job done, and a solid work ethic.

Dontye: Veterans of all branches of the military acquire skills to quickly adapt to new settings and challenges, incorporating teamwork, and utilizing risk management methods to safely perform tasks in a fast-paced environment.

William: Veterans acquire the skillsets that allow them to create and implement analytical approaches to any situation. Even more importantly, veterans understand that plans do not always come together as initially laid out, and they have the ability to overcome and adapt to achieve success regardless of any obstacle.

What advice would you give to veterans applying for positions in Insurance & Risk Management? 

 

Carey: Learn to translate your valuable military skills into a conversation.  Sometimes we can be a bit regimented and uncomfortable talking about ourselves that it may seem difficult to actually explain how talented a young NCO or Officer may be because the focus is so much on team versus individual achievement.  I think our military remains an untapped resource as military members transition from service to civilian life.

Debria: I would encourage them to use all the skills that they were trained to do and make sure to highlight those skills when applying for insurance industry positions.  Veterans know how to think through a task and come up with the best solutions.

Dontye: I would encourage veterans to invest time in understanding how their experience serving our country can relate to serving the needs of society by applying for positions in the Insurance and Risk Management industry.

William: Do not be reluctant to be genuine and allow your service record and work experience to speak for themselves. The life skills you gain while serving in the military are transferable to the insurance industry in a number of ways: empathy, meeting strict deadlines, working with a variety of people, and above all else protecting what matters most to people in their time of greatest need.

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