Judges

Judges

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Ajay Mistry

Partnerships Director

Brokerbility

Ajay Mistry ACMA currently works as the Partnerships Director at Brokerbility (an exclusive network of circa 25 regional Independent Insurance Brokers) and his role has been to grow and develop a new sales & marketing division focusing on new ways to sell insurance to different SME groups.

He has previously worked at both Aviva and Aon and further to this, Ajay co-founded and is Co-Chair of iCAN (the Insurance Cultural Awareness Network) which is the first network to represent BAME and International colleagues in the insurance industry. iCAN is 2 years old and currently has 700 members. Ajay was also voted as a Top 50 EMpower Ethnic Minority Future Leader in the 2019 List presented by Yahoo Finance and named in the Insurance Young Guns list 2018 by Insurance Business Mag.

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Alex Jones

Senior PR, Communications & Corporate Affairs Professional

Alex is a senior PR and communications professional with almost 20 years’ experience mostly within Financial Services, most recently as UK Head of Media & Public Relations for Zurich. He has helped shape and progress the work to drive fairness and equality for employees and customers and worked on pan-sector initiatives such as the Gender Inclusion Network within the insurance industry.

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Erik Johnson

Head of Syndicate Management & European Distribution

Pioneer Underwriters

Erik’s background is in strategy, M&A, and corporate development having worked in Lloyd’s strategy team and as an Assistant Director with Deloitte’s Corporate Finance Insurance Practice. However, he started his professional life as a ballet dancer, training and dancing with Canada’s Royal Winnipeg Ballet. He currently works for Pioneer where he focuses on the strategy and management of Syndicate 1980.

Erik is an avid volunteer and is passionate about D&I. He was a founding Co-Chair of Link (LGBT Insurance Network), the Insurance Institute of London’s first Diversity Champion, and a founding Steering Committee member of iCAN (Insurance Cultural Awareness Network). He currently sits on the [email protected]’s committee where leads its Partner Network Initiative, is a Council and ExCo member of the Insurance Institute of London, and steering committee member of iDAWN (Insurance Disability, Ability, and Wellness Network).  In 2019 Erik won the Chartered Insurance Institute’s ‘Unsung Hero of the Year’ award for the impact that his D&I and volunteer work has had on the insurance profession.

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Helen Evans

Human Capital Financial Services Partner

Deloitte

Helen is a Human Capital Partner with Deloitte who specialises in shaping, leading and delivering regulatory driven change for large, global insurers. Alongside her client roles, Helen is a visible and active advocate for inclusion of all groups in all spaces, and champions Deloitte being a great place to work – for everyone. She is the partner sponsor of Deloitte UKs GLOBE LGBT+ allies network and works both internally and with clients on the topic of inclusion, bringing a focus on tangible and clear actions allies can take to ensure everyone feels welcome, included and able to be their whole self at work.

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Jennifer Thomas

Head of Internal Communication & Experience DLG

Board Trustee Working Families

Jennifer Thomas has risen quickly to the top as a corporate communicator, having beentalent-spotted for rapid promotion at every company she has worked for. Currently, Jennifer is transforming the profile and reputation of Direct Line Group (DLG), now as Head of Internal Communications, Experience & Sustainability and previously as its Head of Financial
Communications.

Jennifer is part of the Group’s Strategic Leadership Team, responsible fordeveloping the Group’s internal communications strategy, including employee engagement,
the incorporation of the employee value proposition and corporate brand as welldeveloping and executing a new corporate social responsibility strategy. Jennifer was
involved in the IPO of RBS orchestrated by DLG and the biggest stock market listing of 2012.Jennifer had a former career as a UK Championships 400m runner and hurdler for England.

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Johnny Timpson

DWP Disability Champion for Insurance and Access to Insurance Working Group Chair

Scottish Widows Financial Protection

Johnny Timpson is Scottish Widows’ financial resilience and protection specialist, he has over 40 years’ experience across a variety of individual and group protection technical roles and distribution models.

He is currently the DWP Disability Champion for the Insurance Industry and Profession, Chairs the Access to Insurance Working Group and is a member of the Money & Pension Service FinTech and Mental Health Advisory Group. He is also a member of the CII’s Insuring Women’s Futures Programme Expert Advisor Panel and London Insurance Institute Inclusion and Diversity Committee. In addition, Johnny is a member of the Resilience Task Force chaired by Baroness Drake and also the Income Protection Task Force where he sits on both it’s Welfare and Building Resilient Households Working Groups. 

Johnny is a former chair of TISA’s Consumer Protection Policy Council and member of the ABI Protection Committee plus until its close, he was a member of the Seven Families Project team where he lead its corporate relationship work stream.

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Katherine Conway

Head of Diversity & Inclusion

Aon

Katherine’s background is in Communications and Investor Relations, having worked as Head of Investor Relations and subsequently Head of Communications at Bradford & Bingley plc from 1996, moving to Aon in 2010 to head up Communications and Community Affairs.  Katherine has always had a keen interest and involvement in social responsibility and equality and has looked after charity and community affairs at Aon since her arrival, as well as being a member of the Diversity Council. 

In 2015, Katherine was able to devote time to her passion full-time, becoming Head of Diversity & Inclusion and Community Affairs at Aon, responsible for driving the inclusion strategy across the UK and EMEA.  Katherine chairs the Diversity Council and the Community Affairs Committee and is a proactive and visible LGBT ally and a mental health first aider.

Katherine lives in Yorkshire, but works in London, so weekends are spent running and walking in the Yorkshire countryside.

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Kishan Mangat

Associate DWF, Co-Founder

ICAN (Insurance Cultural Awareness Network)

Kishan is a Senior Associate at DWF Law LLP.  Her expertise lie in representing Insurers Clients on a wide variety of high value catastrophic injury claims; covering road traffic accidents, public and employer's liability and product liability claims.  She has developed an interest in defending complex brain injury and amputation cases.   She has also worked on international cross border claims dealing with jurisdiction and applicable law issues.

Kishan is also a found member and Co-Chair of the Insurance Cultural Awareness Network ("iCAN').  The first of its kind, iCAN aims to recognise and support the careers of Black, Asian and Minority Ethnic ("BAME') and international colleagues in the insurance industry. 

The key aims of iCAN are to:

1. Bring the industry together to share best practice and ideas for pushing BAME inclusion, from apprenticeships to board levels.
2. Promote cultural awareness and drive engagement internally and externally.
3. Challenge the perceptions and misconceptions of the insurance industry and focus on the positives of building a career in the sector.
4. Connect with BAME networks from other industries such as legal, banking and public sector.

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Léo Miles

Financial Policy Head

Macmillan

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Maurice Rose

Insurance Risk and Regulatory Manager / Co-Chair

PwC / Link

Maurice Rose is an experienced Insurance Practitioner and currently a Manager at PwC. In his role, he supports clients address complex Risk and Regulatory issues across the London Insurance Market.  Prior to PwC, Maurice worked for the Bank of England, supervising a Portfolio of London Market Insurers and has worked at the Corporation of Lloyd’s, a Lloyd’s Managing Agent and a Large P&C Insurer.

Maurice is Co-Chair of Link, the LGBT+ Insurance Network. Link's mission is to create and maintain workplaces that attract and retain the best LGBT+ talent to the insurance industry. The network has a membership base of over 1200 members and has recently won the Queens Award for Volunteering, the equivalent of an MBE for volunteer groups, recognising the contribution made by the network to D&I within the Insurance sector.   

Away from work, Maurice enjoys travel, history and is a keen foodie.

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Nigel Edwards

SVP Insurance & head of UK & Europe

EXL

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Pauline Millar

Head of Talent Development and Inclusion

Lloyd's

Pauline Miller is Head of Talent Development and Inclusion for Lloyd’s Corporation and leads a team of Talent Development and Diversity and Inclusion professionals to create and implement talent, learning and development programmes that enables employees at all levels to develop and perform their best within Lloyd’s and the Lloyd’s market. As part of her remit Pauline provides strategic leadership and support for [email protected]’s the committee for Diversity and Inclusion to support Lloyd’s and the Lloyd’s market.

Most notably since joining Lloyd’s Pauline has led Dive In, the festival for Diversity and Inclusion across the insurance sector globally. With more than twenty years in HR split across Learning and Development and Diversity and Inclusion, Pauline is highly regarded as a change agent and expert in her field. Pauline has led and implemented numerous global projects including employee engagement, consultancy for HR, building inclusive cultures and unconscious bias. Prior to joining Lloyd’s, Pauline held positions at State Street, Barclays Wealth and Barclays Capital within Diversity and Talent Development.

Pauline currently sits as an advisory board member for the United Nations Foundation’s Girl Up organisation, a grass roots campaign focusing on empowerment for girls. Pauline is an active member of her local community and is passionate about supporting girls and young women at the early stages of their career serving as an active mentor and role model.

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Richard Beaven

Chief Operating Officer at Brightside and Trustee at Stonewall

Richard Beaven is COO of the Brightside Group.   He joined the company in April 2019.

Richard is a highly experienced executive with a successful track record in a number of blue chip companies. He was most recently the Distribution Director of Swinton Group and prior to that he has had an extensive career in Financial Services including senior roles at Lloyds Banking Group, Reuters, Bank of New York and Barclays.

Richard is a leading advocate for Diversity and Inclusion, was a trustee of Stonewall and speaks regularly on the topic.

Away from work Richard is a keen traveller, foodie and is passionate about cars and music.

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Shân Millie

Founder

Bright Blue Hare

am a passionate advocate for the social necessity of brilliantly-run Insurance and have been active in the sector since 2008. My work focuses on practical Innovation: I support firms and individuals in proposition design, innovation incubation, business storytelling and brand generation. 

An equal Workplace Culture is the cornerstone of successful Innovation: it is a prerequisite for sustainably profitable business; high-performing individuals and teams; and the ‘Customer First’ mindset that makes the difference between firms who will remain relevant — and those that will not. It is a prime responsibility for firms to create and nurture a Culture that makes it easy for colleagues to bring the best version of themselves into the workplace. And a truly customer-focused Insurance must also focus on the Protection Gap — wherever, and whatever that looks like. 

This view of Inclusive Innovation, I believe, is the key for our sector as it works out its place in the fast-moving, challenging environment of the 2020s. Insurance is fully capable of bringing applied empathy and unique expertise together, and, through excellent People, Processes and Technology, engaging with some of the biggest problems we face — as individuals, communities, businesses and the planet. 

I’m supporting the Diversity & Inclusion Awards as an initiative that can contribute to spotlighting, rewarding and supporting Inclusive Innovation in Insurance and Protection.

Shân founded Bright Blue Hare in 2016 after a successful intrapreneurial career building brands, teams and products in financial publishing. She is a Board Member of Insurance United Against Dementia and Sector Expert for the Disability Champion’s Access to Insurance Working Group. She is Co-editor of bestselling The InsurTech Book (Wiley, June 2018) and of the upcoming The AI Book (Wiley, June 2020).

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Sue McCall

Head of Claims at Aspen Risk Management and Chair of the Board at the Society of Claims Professionals

Sue is the Head of Claims for Aspen Risk Management, She set up the technical and operational standards and management of the claims function in 2011. This now sits across 2 platforms, handling Commercial Claims to include GL, Property, D&O, PI, Cyber and Marine Transit. She has helped shape the products offered, identifying client needs with market research and relationship management. Earlier roles include that of founding Director of Hawes McCall and Associates, Head of Group Claims for Novae (now Axis) and Head of London Market Claims for Independent Insurance.

Sue has over 35 years’ experience in change management, operational management and technical claims handling and investigation, spanning most classes. She has an advanced diploma in insurance from the Chartered Insurance Institute; is a Chartered Insurer; sits on the Post Claims Network Board; is a past President of the North Downs Insurance Institute and the current Chair of the Society of Claims Professionals. Sue is a great supporter of Diversity and Inclusion, holding a role as the D&I Officer for North Downs Insurance Institute from 2017-2019. She helped with the CIIs Dive In Campaign at Lloyds, is also a member of the Link Insurance Network; regularly attends the Interlaw Diversity Forum Events and has a special interest in mental health strategies in the workplace.

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Suzanne Liversidge

Managing Partner

Kennedys

Suzanne is the global Managing Partner at Kennedys, and a member of the Global Strategy Board.

Suzanne has extensive knowledge of the insurance industry. During her career as a practising lawyer, she built a practice that saw her working with insurers, self-insured corporates and local authorities, and specialising in employers’, public and motor liability claims, as well as health and safety advice and prosecutions.

Suzanne helps manage a number of major client relationships and she regularly consults with clients to solve their business challenges and scope innovative new ways of working.

Suzanne is passionate about client service, diversity and inclusion, and the future of the legal industry. In addition to being a member of the Global Strategy Board, Suzanne sits on the firm’s R&D and Innovations Boards, and leads Kennedys’ Women in Insurance Network. She is also an active member of Link, the professional network for members of the LGBT+ community and their allies who work in the insurance sector. She leads Kennedys’ global sponsorship of Dive In, the Festival for Diversity & Inclusion in Insurance run by Lloyd’s of London, and is a regular keynote speaker at events.

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Tali Shlomo

People Engagement Director

CII

Tali Shlomo FCIPD – is the People Engagement Director at the Chartered Insurance institute an inspirational and dynamic diversity, inclusion, wellbeing and HR practitioner working in insurance and financial services for nearly 18 years. Tali is a dynamic thought leader passionate about unlocking talent by leveraging on people strategies underpinned with wellbeing, diversity and inclusion principles. Tali is a Chartered Fellow of CIPD and is an advocate for diversity, inclusion and wellbeing programmes in the workplace . 

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Tosin Omosebi

Claims Adjuster

QBE Europe

Tosin has worked at QBE since 2016. She is currently a claims adjuster in the London Markets team, handling a range of professional indemnity matters. She has been increasingly involved in QBE’s diversity and inclusion initiatives, most recently joining the European Operations Diversity and Inclusion Forum to challenge thinking and raise awareness throughout the business.

Meet the Judges

Jennifer Thomas, Head of Internal Communication & Experience DLG and Board Trustee Working Families

  1. What will you be looking for in terms of award entries to stand out from others?
    A real momentum towards impact – doesn’t have to be big, but has to be a tangible, demonstrative effort towards improved D&I.
     
  2. Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    I have seen D&I go from being an unspoken subject with very little buy, into various conversations that are happening at board level. There a real sense of wanting to do and be better as an industry – we now need to move from discussion to more action.
     
  3. Who would you name as your insurance diversity and inclusion champion over that time?
    Inga Beale (Former Lloyd's CEO).
     
  4. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    We still need more representation of diversity across the industry, with more visibility of diverse role models. But we also need to put more effort into creating an inclusive environment where we really seek to understand the challenges and barriers facing people who don’t fit the historical view of insurance professionals.
     
  5. The Diversity and Inclusion Awards 2019 will be held at Proud Embankment. What has your employer done to make you Proud of their approach to diversity and inclusion?
    We have leaned into and encouraged our people to have the difficult conversations and as a result created an environment of trust which is a critical element to have, especially when it comes to inclusion.  We have used that trust to encourage people to openly talk about themselves and share the true essence of who they are with colleagues, without fear or judgement.  It’s been amazing to watch it all unfold and develop as it becomes embedded into our culture.
     
  6. The insurance industry used to be famously described as ‘pale, male and stale’. What few words do you think best describes it now?
    Sadly I think it still is, especially at senior level, but what I’d like to see it become is ‘dynamic, with a fusion of talent’.


Erik Johnson, Head of Syndicate Management & European Distribution, Pioneer Underwriters 

  1. What will you be looking for in terms of award entries to stand out from others?
    Evidence of tangible impact on the industry. Initiatives driven and led by industry volunteers who go above and beyond their day jobs.
     
  2.  Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    It is much easier to have the conversation about D&I at all levels within an organisation – people are talking about it. There is lots of activity around raising awareness of D&I in the market – raising awareness.There are dozens more internal company and market-wide D&I networks driving change – D&I networks.
     
  3. Who would you name as your insurance diversity and inclusion champion or champions over that time?
    Theresa Farrenson, co-chair for Link and a technology business partner, Aon. Dominic Christian, global chairman, reinsurance solutions, Aon. Paul Jardine, independent non-executive chairman, Asta.
     
  4. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    Adopt flexible working and ‘dressing for your day’ to empower staff to get work done in a way that suits them best.
     
  5. The Diversity and Inclusion Awards 2019 will be held at Proud Embankment? What has your employer done to make you Proud of their approach to diversity and inclusion?
    They empower me to get involved, create, and lead D&I initiatives in the insurance market.
     
  6. The insurance industry used to be famously described as ‘pale, male and stale’. What few words do you think best describes it now?
    Those words are inherently insulting to the bulk of the staff in the industry and I hope will stop being used, this was pointed out to me by a straight, white, old man who heard them at a panel event on D&I, his challenge changed my mind on how we describe the market. Dynamic, socially good, changing.


Tali Shlomo, People Engagement Director, Chartered Insurance Institute 

  1. What will you be looking for in terms of award entries to stand out from others?
    Bring to life your entry by providing examples of activities or initiatives, use the awards entry as an opportunity to showcase achievements and progress.
     
  2.  Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    It is delightful to see how we are evolving our D&I strategies compared to five years ago. The dialogue is shifting to action and impact and this is evident with the insurance networks collaborating together as we explore initiatives to support intersectionality of our colleagues and stakeholders; role models and advocates leading change; and of course DiveIn 2019 in its 5th year in 33 countries is a fantastic platform to engage and support our strategies moving forward.
     
  3. The Diversity and Inclusion Awards 2019 will be held at Proud Embankment? What has your employer done to make you Proud of their approach to diversity and inclusion?
    At the Chartered Insurance Institute we are doing some amazing stuff. We have an LGBT+ advocate group who are delivering some education and learning workshops. Our mental health champions advocates are doing some exciting activities to support our employee’s well-being journey. We host quarterly film nights where we show a movie which has a D&I element present and then after the movie we have a conversation around the film discussing reflective questions enabling us to start a dialogue in a safe space. In addition, we produce thought leadership papers to support organisations on their journey this has included – ethnicity pay gap reporting, guiding principle supporting organisations starting out on the journey and inclusive recruitment amongst many more.
     

Johnny Timpson, DWP Disability Champion for Insurance and Access to Insurance Working Group Chair, Scottish Widows Financial Protection 

  1.  What will you be looking for in terms of award entries to stand out from others?
    Evidence of action, not fine words.Inclusion and diversity being more than a binary gender issue within a firm, what additionally are they doing for employees/ customers/ our industry and profession/ society in relation to disability, LGBT+, BAME, Ageism & Carers, their approach to maternity/ paternity/ care provider leave and agile working. Anyone in the firm taking advantage of workplace adjustments and work allowance. Are they a Disability Confident employer and if so, what level. Is the firm and/or its employees Chartered Insurance Institite ‘Insuring Women's Futures programme’ ambassadors. Any dementia friends in the firm. Any mental health first aiders in the firm. Do they have a charity partner.
     
  2. Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    Frankly, fine talk, a focus on gender, but poor membership of the disability confident and work allowance schemes. The insurance sector with a limited number of exceptions, hugely trails the banks.
     
  3. Who would you name as your insurance diversity and inclusion champion over that time?
    Zurich and the CII.
     
  4. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    Needs to be more than question 2 and frankly everything in my answer to question 1.
     
  5. The Diversity and Inclusion Awards 2019 will be held at Proud Embankment? What has your employer done to make you Proud of their approach to diversity and inclusion?
    Addressing all in my answer to question 1. Then again, my employer is part of a banking group and they are supporting me as DWP Disability Champion for the insurance industry and profession plus CII Insuring Womens Futures Programme Expert Panel member.
     
  6. The insurance industry used to be famously described as ‘pale, male and stale’. What few words do you think best describes it now?
    Pale, male, stale, but talking some of the talk.
     

Alex Jones, Senior PR, Communications & Corporate Affairs Professional

  1. What will you be looking for in terms of award entries to stand out from others?
    Different organisations will be at different parts of their own D&I work. So I think in a large part this is all about continuous progress – keeping moving forward. 
     
  2. Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    Seeing new cross-industry programmes increase, like Link, GIN, and last year’s Pledge (started by Zurich and Lloyds) have all been fantastic steps. The trick is for them not to be seen as “done” but to continue evolving and promoting them so they remain relevant and keep encouraging positive change.
     
  3. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    I think a sometimes overlooked avenue here is how organisations advertise. Advertising across Financial Services as a whole (and therefore insurance too) isn’t quite yet reflecting the D&I values which most of the constituent organisations hold. I mean in terms of imagery and language. And something I hadn’t considered before working in insurance was the diversity of types of role which exist. I think a collective effort to shine the spotlight on the huge variety of jobs which aren’t related to numbers and spreadsheets would be immeasurably helpful in attracting more, and more diverse talent.
     
  4. The insurance industry used to be famously described as ‘pale, male and stale’. What few words do you think best describes it now?
    I think it’s time to move the dial away from the people, to the opportunities. So maybe ‘diverse, innovative, vibrant’? Or is that all a bit optimistic.


Maurice Rose, Manager, Insurance Risk and Regulation, PWC

  1. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    I would like to see the external image of the industry portrayed more favourably, and credit given where credit is due. This is particularly important to incoming talent, particularly the graduate community. There are a number of great initiatives and many organisations are doing some fantastic work. This should be proactively promoted externally to attract young talent who give a high degree of consideration to D&I.
     
  2. Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    When I joined the Insurance Industry 8 years ago, there was little mention of the words Diversity and Inclusion, let alone any consideration given. As a gay man coming into the industry, I was apprehensive at first, and although it has never been an issue, it was not the most supportive environment in which to work. Now, there are numerous initiatives, firm and cross industry networks which are outward facing, tangible and visible signs that D&I is an important aspect of the workplace. Most I have met, throughout my career, have positive views on the importance of D&I, however, there are those that still exist which don't recognise its value and do not take a proactive approach, however, the numbers are dwindling. In addition to the market wide initiatives, the Prudential Regulation Authority (PRA) has started to realise its role in D&I, linking it back to senior accountability within insurers. The PRA has recommended firms have a policy to consider a broad set of qualities and competences when recruiting board members and to have a policy to promote diversity among board members. These requirements are designed to promote a diverse board composition and strengthen decision making.
     
  3. Who would you name as your insurance diversity and inclusion champion over that time?
    For me, my champion would not be a visible market figure, but the managers I have had over the years who have supported me, others and the D&I agenda. Most of the board members I speak to get why D&I is important, and want to drive change. It is often the layer of middle management that seek to block progress and show resistance to change. It is for this reason that I want to recognise those senior managers that champion the cause.   
     

Richard Beaven, Chief Operating Officer, Brightside and Trustee at Stonewall 

  1. What will you be looking for in terms of award entries to stand out from others?
    I will be looking for innovative and new ideas that have not been seen before.  I am also keen to see the evidence that actions taken have delivered benefits.
     
  2. Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    I have seen quite a shift in the insurance sector embracing diversity and inclusion. The Insurance Supper Club, LINK (the LGBT+ insurance network) and Dive In have all played their part.  There are far more visible role models but still a long way to go.
     
  3. Who would you name as your insurance diversity and inclusion champion over that time? 
    Inga Beale (Former Lloyd's CEO).
     
  4. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    The industry needs to significantly improve its image.  We are now digital data and technology led with exciting roles such as web designers and data scientists, but we still portray an image of “pale, male and stale”.
     
  5. The insurance industry used to be famously described as ‘pale, male and stale’. What few words do you think best describes it now? 
    Slightly or marginally less “pale, male and stale”.


Sue McCall Head of Claims at Aspen Risk Management and Chair of the Board at the Society of Claims Professionals

  1. What will you be looking for in terms of award entries to stand out from others?
    Innovation; impact – reaching as wide an audience as possible; where I can promote young professionals
     
  2. Based on your own experiences how has the insurance sector responded to embracing diversity and inclusion; and how has this changed over the last 5 years?
    The Insurance industry is around 10-15yrs off the pace with D&I. Far behind the public sector, legal profession and banking. The last 5 years I have seen a number of women thrusted forward as role models and a review of pay gaps but they have not been closed and still diversity seems to be mainly about women as “we have to start somewhere”. A long way to go but we are going in the right direction. Whether this is by desire or due to board quotas and a requirement to quote gender pay gaps I don’t know.
     
  3. Who would you name as your insurance diversity and inclusion champion over that time?
    Inga Beale – she ticks more than just the female box.
     
  4. What 1 or 2 things would you like to see happen to improve the insurance sector’s attractiveness as an inclusive and diverse area to work in?
    More BAME support, trans, mental health support from employers and Insurance having a reputation as being “inclusive”.
     
  5. The insurance industry used to be famously described as ‘pale, male and stale’. What few words do you think best describes it now?
    There is still the old boys network operating  and whilst I mix with people in the market whose employers are far more supportive of D&I than my own, we still have a long way to go. So if it’s not pale, male and stale anymore, it’s still predominantly male, very much pale and youth will hopefully give us the answers but we have a long way to go. The public sector model of equal pay for job roles, transparency in pay and encouraging a work/life balance with agile working is still very much aspirational  in much of the London and Lloyd’s market.