retirements, expanding the talent pipeline is a top priority. While doing this, the industry could be opening doors for someone in search of the rewarding opportunities a career in insurance can offer. And there are so many ways this can take shape. Some brokerages, for example, are encouraging local brokers to hire interns straight out of high school. Insurance leaders don’ t need to fill every intern slot this way, but even one spot can change a life and aid the industry in addressing its ongoing talent challenges. There are people who simply cannot or will not pursue a traditional four-year college program, but they still have the skills and drive to be successful in this industry.
I came to insurance from sales. With a background in the auto dealership space and strong client relationships, I was able to connect immediately with the businesses I served. Insurance leaders should consider the value of transferable skills and lived experience. The future of work will include fewer traditional paths, and if the industry wants to keep up with the changing workforce, leaders need to be creative in how they hire and who they invest in.
There is also a large, overlooked group of talented people who simply need access, exposure and encouragement. For insurance organizations looking to attract and retain individuals from non-traditional backgrounds, it is essential to foster welcoming environments that can support their success. Consider the following:
Reinforce their value: Those entering the industry from unconventional paths may carry the same imposter syndrome many of us feel at some point in our careers. Insurance leaders and their team members would all benefit from building a culture that reinforces everyone’ s unique contributions and encourages people to bring fresh perspectives and new ways of thinking.
Meet them where they are: Do not wait for talent to come knocking. The industry should be intentional about building a talent pool that considers nontraditional candidates. This might result in welcoming high school students to apply for internships or attending events in communities or industry sectors where the organization has not yet built a presence.
Invest in support: My access to the insurance industry came when the company I applied to offered to train and license me, requiring no prior experience. They invested in my professional growth and encouraged me to keep going. Insurance organizations should find ways to invest in the professional development of their team members. Whether providing mentorship or developing peer groups tailored to people new to the industry, when employees feel seen and supported, they are more likely to grow and thrive.
Expanding access to insurance careers is only part of the equation. To truly move the needle, the industry needs to unite in the collective service of the communities where we live and work. Philanthropy with Purpose
Starting the Florida Chapter of IICF came from a desire I share with Maggie Potter to make a bigger impact. I was already involved in the incredible work of the PACE Center for Girls and the Junior League of Tampa. But Maggie and I saw an opportunity to leverage our networks and experience to create something that could benefit our larger communities through IICF. Our first IICF Florida event is a Harvest Meal Pack food initiative in Tampa on October 9, and the response has already been incredible. We aim to deliver 20,000 meals in the Greater Tampa region with the support of the insurance industry.
I recently spoke with a colleague involved with IICF’ s Florida Chapter who told me he had been searching for more than a year to find an avenue to give back in a way that felt connected to his work in insurance. Doing so reinforces the drive of many insurance industry professionals to give back, and philanthropy is yet another natural progression of the industry’ s impact.
Organizations like IICF help formalize and expand
28 KANSAS INSURANCE AGENT & BROKER