#AcclerateAction was the theme of 2025’s International Women’s Day (IWD) – a theme that reflects the shifting focus on action above conversation when it comes to gender inclusivity. With that in mind, Insurance Business UK reached out to senior women leaders from across the market to ask whether the insurance industry is taking the right course of action.
Sharing her perspective, Elaine Lennox (pictured left), regional MD of the Midlands at Gallagher, noted that, while a conversation around gender inclusivity is key, it is just as important that the whole industry keeps momentum behind making positive changes.
CUO at Zurich UK Caroline Dunn (pictured centre, left), said it’s clear that it’s no longer enough to simply “talk the talk”. But what’s more important, she said, is that when this action is taken, there’s close monitoring of whether it’s helping with the overall journey. “At Zurich, we’ve moved beyond a focus on gender in isolation,” she said. “Our latest initiative to publish our social mobility pay gap does just this, it’s a characteristic which holds many D&I measures together.
“This is something I feel passionately about having moved into a world that no one in my family had ever experienced right from the point of attending university.”
Shining a light on some of the statistics that show a shift from conversation to action, Carmen Powell (pictured centre, right), CEO of ISC Group, highlighted that the recent Women’s Leaders Review highlights the good work of FTSE 350 companies towards increasing the number of women on boards reaching 37%, well within reach of the planned 40% target for the end of 2025. “However,” she said, “there is still work to do to increase the proportion of women in senior positions within private companies.
“The same report shows a slight fall to just below 31% of women on boards, along with a marginal decrease in the number of women in executive director roles, which in turn affects the pipeline of women ready to progress. Companies need to accelerate action to not only meet this target for the end of this year but also move beyond pledges.”
ISC Group recognises the changes in the political landscape as companies grapple with the shift in DEI perspectives, while actively implementing policies that will drive lasting change, she said. Such activities include sponsorship, structural reforms, and designing leadership pathways that look to retain and advance women.
“The insurance sector is performing well, ranking among the top four industries committed to this goal,” she said. “We are eager to see the industry treat gender balance as a strategic priority, not just a peripheral initiative.
“While progress is being made, to truly #AccelerateAction, we must ensure this momentum translates into systemic, measurable outcomes. Our commitment remains steadfast, and the advancement of women remains a priority, so the industry continues to drive forward and is prevented from going backwards.”
Joanna Browning (pictured right), senior MD – people experience at Markel, highlighted how recent years have seen more companies take action to improve gender inclusion by developing new approaches, creating space internally for historically difficult topics, and evolving their women’s networks to gender networks which seek to benefit all genders.
These have been integral in both raising the profile of women in insurance and enabling them to reach their full potential, she said. At Markel, this action has taken a range of forms including the introduction of development programmes – including the Insurance Breakfast Club – which looks to establish robust career frameworks. Other initiatives include strengthening its recruitment processes and making sure people have access to mentors, sponsors and coaches to help them progress their careers.
Meanwhile, ISC Group is also undertaking a range of initiatives to accelerate action, Powell said, which starts with identifying the gaps that prevent women from thriving and that hinder companies from accessing the skills they bring to the table. Areas such as parental leave and returnee programmes are crucial to making it easier for women to re-enter the industry and fill the talent gap.
The group’s cross-industry initiatives are also seeking to drive meaningful progress, she said, and these are:
• The Untapped Potential of Gender Health with PwC, DGTAL, and SCOR, focusing on improving health outcomes for women.
• Breaking Barriers for Neurodivergent Women in Re/Insurance: addressing the impact on neurodivergent women in the workplace, alongside unlocking their potential.
• Male Allyship Committee: bringing together influential male peers to advocate for fairness and the advancement of women.
• The ISC ERG Group: dedicated to sharing best practices and strengthening employee resource groups across the sector.
“I firmly believe that real change happens when we move beyond discussion and take decisive action,” Powell said. “By working together, we can build an industry where women don’t just have a seat at the table, they have the opportunity to lead and shape the future.”
