Is Specialty Insurers A Good Career Path – Ryan Specialty was founded in 2010 by industry veteran Patrick G. Ryan. Pat Ryan believed that the market needed a specialized organization dedicated to creating complex insurance and risk management solutions for risks that required innovation, proven leadership… read more
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Is Specialty Insurers A Good Career Path
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Connect with Ryan Specialty on Twitter Connect with Ryan Specialty on LinkedIn Connect with Ryan Specialty on YouTube US insurers are members of a strong industry workforce of 2.83 million people expected to grow by 2022, according to government projections. According to a recent report by Vertafore, nearly 80% of agency owners and directors made changes to their staffing offerings in the past year.
The next government figures show sharp growth from 2.6% to 5.4% from Q3 2021 to Q2 2022, with the wage and salary component rising from 3% to 4.8% (the figure is the 12-month growth rate). focus on total rewards (based on variables).
We surveyed employees of nominating insurers on categories such as benefits, culture, diversity, equity and inclusion (DE&I). Companies with an average satisfaction rating of 80% or higher across all categories will be recognized as top insurance employers in 2022.
“Returning to the office will allow us to be flexible with our employees’ expectations of their work lives. We now offer hybrid and remote work opportunities for current employees and prospective candidates.”
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Asked three top insurers this year to share their perspectives on the challenges they face in the HR environment.
Jenny Lopez-Rogina, AVP and COO of Specialty Comp Insurance Solutions (SCIS), explained that the past two years have shown how effective remote operations can be. “Back in the office, we have more flexibility to manage the work and life expectancy of our employees,” he says. “We are now offering hybrid and remote work opportunities to our current employees and potential candidates.”
Anita Nevins, founder and CEO of Direct Connection Advertising & Marketing, has a more critical eye. According to him, the insurance labor market has become an important problem for clients in recent years. “Usually their biggest challenge is finding and keeping ‘good’ talent,” says Nevins. “Now, with the added layer of COVID, it’s even more difficult. I’m afraid there’s going to be a rude awakening, which could mean more people ‘come back’ after trying to self-employed, but how long will it take?” It’s hard to guess.”
Meanwhile, Daren D’Ippolito, president and CEO of Provident Insurance Programs, has a balanced perspective. “Over the past two years, people have had more opportunities to change jobs and employers because telecommuting has become the industry norm,” he says. “The same is true for employers, where geographic boundaries are disappearing and the talent pool is expanding. I believe you still want the opportunity to come together and collaborate with your colleagues, but it will be different than before.”
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“Gen Z and Millennials want more from employers than salary” Anita Nevins, Direct Connection Advertising & Marketing
Insurers must balance the needs of four different working demographics. Generation Z born after 1997. Millennials, under 40. Generation X, the group born between 1965 and 1980. and baby boomers, their older workers.
According to Lopez-Rogina, Gen Z is tech-savvy, highly proactive and prone to short attention spans. Millennials, on the other hand, are quite idealistic and need to feel that they are working towards a higher purpose.
“Generation Z and millennials want more from a company than a paycheck,” says Nevins. “Generation Z is motivated by flexibility and is more interested in the lifestyle and benefits a company can offer than just a salary and a long-term career. Millennials are more purposeful. They want a special company culture that values its employees as individuals. Active in making the world a better place.”
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Then there is the seniors group. “Generation X is autonomous, reliable and family-oriented,” says Lopez-Rogina. “Work-life balance is important. Baby boomers have a strong work ethic and want job security and health benefits. Most baby boomers are pragmatic. I prefer face-to-face meetings and social interaction.
As Nevins sees it, Generation X and baby boomers are separating their personal lives from their work lives and are drawn to the insurance industry for advancement and long-term career opportunities.
D’Ippolito feels there are common grounds that all employees, regardless of age, have. , and flexibility in how you work. “
“We aim to foster a hard-working, fun, playful and mission-oriented culture that empowers each of our colleagues to do their best work.” Daren D’ Ippolito, Provident Insurance Solutions
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DE&I initiatives are an important part of the workplace, but what do the winners offer?
SCIS has a DE&I resource page on its extranet, where employees can participate in everything from a two-week manager learning series to women and black inclusive networking and other identity-based group events.
Direct Connection has a small team of women, starting with Nevins herself, who increasingly share her vision. “We now have male leaders. As we grow and solidify our core values, we make sure every team has a DE&I component,” he says. “Most of our team is millennials and Gen Z. We care about them and their work-life balance by talking to them individually, offering flexible hours and working from home. Other states and we keep them.”
D’Ippolito said Provident continues to grow and wants to expand its recruiting network to gain access to a wider pool of candidates. We also actively support schools and organizations working to create a level playing field for disadvantaged students and individuals locally, nationally and internationally.
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Companies actively strive to differentiate themselves from their competitors in order to attract and retain in-demand personnel. But how do they deal with it?
SCIS’ Lopez-Rogina said: “We provide a conflict-free work environment with a high level of trust, where teams work together towards one common goal: the growth and success of the organization. Efficient. Communication flows freely and decisions are quick.”
Direct Communication focuses primarily on the core values of balance, contribution, growth, integrity, respect and teamwork. Nevins explains: We are also true to our motto, “Passionate about helping our customers.” We work proactively to provide value that exceeds customer expectations. We are energetic and committed to being the people our customers love to talk to and work with. “
Regarding Provident, Dippolito adds: We want each of our associates to be able to thrive, and one of the ways we support that is by paying health and dental insurance, enrolling in a 401(k) plan, and not requiring employee matching.
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