Diversity, Equity & Inclusion: Beyond the Buzzwords

Let's be honest: DEI has become a corporate checkbox for too many organizations. We've seen the statements. We've sat through the webinars. But when it comes to hiring outcomes in insurance, the numbers often tell a different story.

And lately? We're seeing something even more troubling: companies quietly backing away from public DEI commitments while still using the language in their recruiting materials.

Young talent notices. And they're not buying it. And by young I mean both Gen Z and Millennial talent, so that’s a solid (and growing) majority of your workforce!

The Authenticity Test

Gen Z and millennial candidates are conducting their own research. They're checking your leadership team photos, reading your press releases, and talking to current employees on platforms like Fishbowl and Blind. When your DEI messaging doesn't match your actions—or when you quietly dial back commitments—they notice the gap.

The result? They take their talent elsewhere.

This week, I want to move past the platitudes and talk about practical DEI strategies that are improving recruitment outcomes in the real world—and why authentic commitment matters more than ever.

📊 The Business Case for Diversity in Insurance

Diverse teams don't just feel good—they perform better. Here's why it matters in insurance:

Companies in the top quartile for ethnic and cultural diversity on executive teams are 36% more likely to outperform on profitability (McKinsey, 2023).

• Diverse teams improve problem-solving, innovation, and risk evaluation—critical in our data-heavy, judgment-based industry.

• Gen Z and Millennials—who now make up over 50% of the workforce—expect DEI to be a priority in their job selection criteria (Deloitte, 2024).

• 78% of job seekers say they would not work for a company that has publicly retreated from diversity initiatives (Glassdoor, 2024).

This isn't about compliance—it's about competitiveness. And increasingly, it's about credibility.

🎯 Inclusive Hiring Practices That Actually Work

If you're hiring in 2025, it's time to level up. Here are four tactical strategies insurers and insurtechs are using to build inclusive pipelines:

Rethink Minimum Requirements

Do you really need 5 years of P&C experience and a bachelor's degree? Re-evaluate job descriptions to focus on skills over pedigree. Remove unnecessary barriers that filter out diverse candidates.

Diversify Your Sourcing Channels

Tap into HBCUs, community colleges, veteran organizations, and associations like NAAIA, APIW, and Latin American Association of Insurance Agencies. Don't rely on LinkedIn alone—expand where you look.

Standardize Interviews with Structured Rubrics

Bias thrives in "let's just vibe" interviews. Use clear, role-specific scorecards to ensure fairness and consistency across all candidates.

Use Name- or School-Blind Resume Reviews

Tools like Pinpoint and SeekOut help reduce unconscious bias by hiding identity markers during the initial screen. Focus on skills and experience first.

💡 Bonus Tip: Make sure your interview panels reflect the diversity you're trying to attract. Candidates notice when they're the only person of color in a room full of interviewers.

🔍 The Retreat Reality: When Companies Walk Back DEI

Here's what's happening in corporate America right now:

Major companies are quietly removing DEI language from job postings, scaling back diversity programs, and reassigning Chief Diversity Officers. Some are citing "changing political landscapes" or "budget constraints."

But here's the thing: Young professionals aren't just watching your public statements—they're tracking your actions. They see when diversity programs get defunded. They notice when your "commitment to inclusion" disappears from your website after a few quarters.

And they remember.

🌍 Representation Matters: The Power of Visibility

You can't be what you can't see. That's why spotlighting diverse leaders isn't fluff—it's strategy.

Whether you're highlighting women in risk leadership, Latino professionals in claims, or Black founders in insurtech, you're signaling that your company makes space for real career growth, not just surface-level inclusion.

Consider:

• Adding authentic employee profiles to your careers page

• Hosting internal "career story" panels

• Promoting diverse talent to external speaking opportunities

• Actually promoting diverse employees to leadership roles

These tactics build trust with future candidates and pride among your current team. But only if they're backed by real action.

🧠 DEI Isn't a Program—It's a Practice

True inclusion doesn't happen in a month. It happens in every job posting, every hiring decision, and every promotion.

If you're a recruiter, people leader, or hiring manager, you have influence—and responsibility. Especially when your company's public commitment wavers, your individual actions matter more than ever.

"Culture is not what you say. It's what you hire, fire, and promote for."

The Authenticity Test for Leaders:

Ask yourself: If a diverse candidate looked at your leadership team, your recent hires, and your promotion patterns over the last two years, would they believe your commitment to DEI is real?

If the answer makes you uncomfortable, that discomfort is data.

🎩 Final Thought: Hire Like the Future Is Watching

We're not just recruiting for today—we're shaping the next generation of insurance leaders. And the future workforce is watching closely to see who walks the talk.

In a world where some companies are retreating from DEI commitments, the ones that double down on authentic inclusion will win the talent war.

The most inclusive teams don't just attract great talent—they retain and grow it. That's not just good business. That's the future.

Choose authenticity. Your next hire is counting on it.

Until next time,,

Tony