How insurance leaders can address DE&I pushback

Despite the ongoing urgency to further for diversity, equity and inclusion in today’s insurance work places, misconceptions surrounding DE&I policies persist, according to Espnola (Nola) Cartmill.

Cartmill is the chief diversity officer for Holmes Murphy, the employee benefits and insurance organization that recently celebrated its 90th anniversary. The company places DE&I initiatives at the heart of its mission.

Holmes Murphy Chairman & CEO Dan Keough says the company embraces DE&I work both internally as well as with clients.

“Our efforts are designed with authenticity and aligned to our purpose with both employees and leadership fully activated and engaged,” he says. “We beleive there’s a role for everyone in creating and sustaining a culture where we can reach our unique potential.”

In the interview that follows, Nola Cartmill shares more about how Holmes Murphy helps employees gain a sense of belonging in order to improve productivity and overall success.

PropertyCasualty360: What are some common misconceptions about DE&I, and what are the causes of these attitudes?

Nola Cartmill: Misconceptions about DE&I can range, depending on the situation and organization. But a common source of pushback on these programs comes from a lack of background knowledge regarding what they are really designed to accomplish.

This lack of understanding as to the true importance, meaning, and clear possibilities that stem from DE&I efforts can lead to pushback and misconceptions, especially for those who may make an argument that these efforts are unnecessary. The good news, however, is that most of these problems can be alleviated with education and a strategic effort to provide the proper resources.

For example, one growing misconception about DE&I efforts is that they lead to division, yet evidence shows proof of the contrary. When care is taken to show the benefits of DE&I efforts and the way they foster measurable growth in unity, respect, and understanding among all employees (in addition to increased profits and innovation), surprising results can occur in terms of how quickly attitudes can change.

Another common argument tends to be that DE&I simply isn’t relevant, or that it is not an issue in particular companies or industries. Again, data and lived experiences of many prove otherwise, highlighting the need for such programs. Indeed, research shows these programs are in no way an isolated effort; diversity, and the need for it, effects every industry, company, and level of authority.

Another big misunderstanding is that DE&I is about a final destination, rather than a deliberate journey. Some might believe that once a few DE&I initiatives are implemented, the work is done, and we can move on. But if you look at those who have treated DE&I as a final destination and pulled back from their efforts, you will see that these organizations lose their progress fast when there is not a sustained effort. DE&I is an ongoing journey that requires continuous effort, learning, and growth.

PC360: How can P&C insurance organizations communicate the importance of DE&I in a way that resonates with everyone?

Cartmill: One of the best ways to showcase the relevancy of DE&I is to use real-world examples. Just as P&C professionals work every day to find concrete solutions for challenges both big and small, a successful DE&I program will lean into storytelling that includes the stories of everyone and reaching a common ground.

Similarly, while listening to a wide array of clients and their unique needs is necessary to build solid relationships, it’s important to do the same in the workplace with colleagues. Sharing experiences and testimonials from diverse individuals and those with unique experiences within the organization is a great way to create relatable narratives.

The insurance industry is fundamentally about people and their stories, and this is a great way to humanize DE&I efforts. Also, be upfront about the challenges faced and the pushback received. Address concerns openly, and make it clear why DE&I is a priority, referring to both its business value and ethical importance.

PC360: What methods have you found most effective for addressing potential different perspectives on DE&I?

Cartmill: Clear communication is essential to articulate why DE&I is important to the organization. By proactively understanding and addressing different viewpoints at the onset of any DE&I initiative, we can anticipate and mitigate the types of pushbacks such as denial, disengagement, and derailment.

Again, DE&I is a continuous process. It is important to acknowledge the journey and emphasize collaboration, and the fact that each and every person has a role in making the organization as inclusive and welcoming as it can possibly be. The idea of “going far, together” can foster a sense of collective ownership and commitment.

PC360: How do you recommend leaders address the discomfort some employees might feel with DE&I initiatives?

Cartmill: Sharing positive stories, testimonials, or case studies related to DE&I can offer a practical perspective and showcase the benefits. Even if a DE&I program does not directly impact a certain individual, showcasing the meaningful difference it can make to the life and success of others, particularly for colleagues who make up the larger team, can be game changing.

Leaders also can offer training sessions, workshops and resources that allow employees to better understand the concepts of DE&I and why they are crucial. For many who may push back against such programs, DE&I is simply not a topic of conversation they have been encouraged, or even invited, to participate in before. These can be instruments in alleviating discomfort and misunderstandings while also bridging new perspectives.

PC360: Can you share an example of when you encountered significant pushback to DE&I efforts and how you addressed it?

Cartmill: If you follow the news at all, it probably comes as no surprise there are very divisive views on LGBTQ+ issues in our country. No organization is immune from this environment. We have encountered pushback on our social media posts highlighting and celebrating the LGBTQ+ community.

In response, we used many of the tools we’ve already discussed, including educating those involved regarding what we are trying to do through our posts, sharing personal stories from our colleagues that bring LGBTQ+ issues closer to home instead of the issues of nameless and faceless folks, and most importantly, staying the course and making it clear that DE&I is a priority, both in terms of business value and social responsibility for our organization.

See also: Instant Insights / Diversity, Inclusion and Equity in the Insurance Industry