Approaches to evaluating opportunities through the lens of DEI

This is part of a series sponsored by IAT Insurance Group.

Working in DEI means one of my biggest goals is to help make the changes I want to see in the insurance industry – and our world. Finding boundaries is part of why I’m here. Yes, it’s bigger than me, but I can see the obstacles because of how my work affects the people in my team. As a woman and a person of color, I have found that there are opportunities to lean on and amplify the voices of my peers, without feeling the weight of representing anyone. Having a diverse workforce is essential to business growth and sustainability, regardless of industry. It can accelerate quality progress and move DEI from a passive activity, to an integral part of business processes and culture. This is why we are looking for new talent to join us!

One of the most important aspects of Diversity, Equity and Inclusion (DEI) in any organization is recognizing the experiences of employees, which are often affected by race, gender, sexuality and culture to name a few. Even though employees from less well-known groups who are new to the insurance industry may not see themselves at all levels of leadership, it does not mean that you will not find interest in them. Nothing in DEI should be in a silo, and Inclusion and Diversity are not just initiatives – they are principles of life. Businesses like IAT, which are committed to driving and building an open and supportive culture in the insurance industry, thrive by embracing the uniqueness of each employee, investing in their growth, listening, and sharing their ideas.

If you’re looking to join this dynamic industry, here are 4 tips to help you evaluate the opportunity through a DEI lens:

1. When looking at companies during the application process, look for words that describe the company’s culture as it appears before you even step foot in the (local) door, whether it’s on social media, a website or Glassdoor. The operating system that promotes presence is:

• • Job descriptions that speak to the organization’s view of DEI
  • Various interview channels and selection pools
  • A stable and stable route
  • Teaching and learning opportunities

2. One way companies can increase DEI efforts and become more proactive is by learning from organizations such as the National African American Insurance Association (NAAIA) or the Association of Professional Insurance Women (APIW). From conferences to committees and workshops, there are companies of all sizes who help support DEI’s efforts. Ask the employer or hiring manager if they are affiliated with any labor unions and if they offer employee memberships.
3. Look for organizations that are creating a culture that respects and values ​​open and honest dialogue. How can you know this? Pay attention to the conversation during the application and interview. Find out how all your questions and concerns are answered.
4. Ask questions about their DEI process and the progress they’ve seen. Not every organization will be at the same place on their journey, but here you are looking for transparency, accountability, and ways to support efforts if they are important to you.

If I can help you with your business travel or insurance needs, please don’t hesitate to connect with me on LinkedIn. And, if you want to know more about IAT and our Inclusion & Diversity process I invite you to check out our website here.

Happy Black History Month and Insurance Careers Month!