Here are 5 best practices for increasing and elevating success in DEI recruitment and retention across the insurance industry:

1. Assess your business as it relates to DEI. Take time to assess any gaps in your organization’s hiring processes, starting with the recruiting process. Evaluate:

• Interview hiring panels – do you have diverse representation?
• Recruiting and hiring procedures – where are you recruiting and sourcing candidates?
• The process from a candidate’s perspective – what does your employer brand say about you and does that align with the candidate’s experience?

2. Be transparent. Let potential employees know about your organization’s DEI goals and where you are in your journey. While recruiting, consider the following:

• Be honest when you speak with candidates about DEI initiatives within your organization. The generation entering the workforce is bold and courageous and won’t hesitate to ask questions about DEI programming and executive leadership representation.
• Talk candidly with applicants about areas for diversity and inclusion improvement and how your company is working toward measurable goals, including how they can be a part of the journey.
• Have open conversations with internal teams and managers to discuss candidate questions.

3. Walk the talk. It’s one thing to add a page to your website talking about DEI, but it’s more impactful to show how you’re exercising DEI initiatives in your business. Partner with organizations like the National African American Insurance Association (NAAIA), Prospanica, and the Association of Professional Insurance Women (APIW) that specifically provide resources and development opportunities for underrepresented groups.

Encourage employees to get involved. The ultimate goal is to initiate opportunities and increase exposure to bring more DEI into the insurance industry.

Read the full report here