The insurance industry continues to grapple with well-known recruitment challenges that go beyond merely attracting new talent. In recent years, insurance firms have invested in strategies to retain staff, including flexible work conditions, additional career pathways, mental health and wellness initiatives, and team-building exercises. However, beyond work perks and company culture, many factors driving individual career decisions are deeply personal.
The Women in Insurance Summit, scheduled for August 21 in Sydney, will provide industry professionals with an opportunity to ask pressing career questions and gain insights from senior insurance leaders. The panel session, “Off the record: Career advice from insurance trailblazers,” will feature an interactive Q&A covering practical advice on maintaining drive, embracing new challenges, and advocating for career goals.
Laura Thomas, a senior advocate in Bellrock Advisory’s Knowledge Team, is one of four panelists. She shared some career tips she has learned throughout her legal and insurance career:
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Stay resilient and dedicated: “Dedication is what gets you out of bed in the morning when you’d rather hit the snooze button,” Thomas said. She emphasized that staying dedicated naturally builds resilience to keep trying, even in the face of failure.
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Don’t underestimate networking: Thomas admitted that networking can be challenging, especially in large groups. However, with practice, it becomes easier and can lead to valuable long-term connections.
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Be yourself: Thomas encouraged professionals to be their “genuine self,” as it conveys confidence and makes one more personable. She shared that her career progressed rapidly once she embraced being a vulnerable leader and shared her experiences with mental health.
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Discuss mental health openly: Contrary to earlier career advice that discussing mental health at work would be detrimental, Thomas found that being open about it reduced sick leave among her team by over 70%.
The Summit will also focus on talent and recruitment issues, with many stakeholders agreeing that mentorship programs are crucial. Ricarda Simon, senior partner at Eliot Partnership, emphasized the need for structured, cross-generational talent development that combines mentorship with modern capability building.
Recent reports highlight the top recruitment challenges facing insurers, including salary and benefit expectations, balancing hybrid work demands, and providing career transparency. The industry’s outdated image also hinders progress in attracting young, diverse talent.
