Skip to content
Lloyd's Market Association and Lloyd's Underwriting Talent Summit Survey
To help us shape the summit, please take 10 minutes to complete our confidential survey. Deadline for response is Friday 07 November.
*
1.
What do you think are the root causes of why our female underwriting pipeline is decreasing (please choose up to 3)?
(Required.)
Better opportunities outside of underwriting
Cost of childcare or other caring support costs
Females choosing to focus less on networking
Few female role models
Lack of clear career progression opportunities
Lack of flexibility
Lack of leadership intent at both Board and ExCo levels to change the makeup of your firm’s underwriting pool
Lack of sponsorship opportunities
Male-dominated culture leading to a lack of inclusivity
Networking expectations
Pay equity
Problematic hiring and promotion practices
Travel expectations
Unconscious bias or discrimination
Work / life balance challenges
Women choosing to leave to prioritise family life
Other (please specify)
*
2.
Do you have family/caring responsibilities?
(Required.)
Yes
No
Prefer not to say
3.
If you answered yes to Q2, please share your experiences of how a firm you have worked for was
very
supportive about your family/caring responsibilities.
4.
If you answered yes to Q2, please share your experiences of how a firm you have worked for was
less than
supportive about your family/caring responsibilities.
5.
If you answered yes to Q2, please share your experiences if you have faced significant financial pressures in balancing your professional and family/caring responsibilities.
6.
Please share your experiences of how a firm you have worked for has been
very
supportive of you as a female underwriting leader.
7.
Please share your experiences of how a firm you have worked for has been
less than
supportive of you as a female underwriting leader.
*
8.
What benefits are currently on offer at your firm?
(Required.)
Ability to buy/sell holiday
Ability to work from abroad (short term and not related to business travel)
Allowance to cover additional childcare costs/home assistance whilst on business travel
Allowance to cover breast milk shipping whilst on business travel
Access to a nursery partnership or on-site (at or near office) nursery facility at reduced rates
Employee resource groups (e.g. for working parents, women, ethnic minority groups etc)
Employer-funded legal and medical assistance for parents of SEN children
Employer-funded financial support for outsourcing household tasks whilst on business travel
Employer-funded financial support for fertility treatment (e.g. IVF, egg freezing etc)
Employer-funded annual health examinations, including mammograms, smear tests etc
Employer-funded back-up emergency care for childcare, adult care support and eldercare
Equal enhanced pay for maternity/paternity/adoption leave, with at least 26 weeks at full pay
Extra leave for wellbeing days (e.g. child first day at school; elder family member moving into care)
Family friendly benefits, specifically including maternity / paternity leave from day one of employment and fertility treatment from day one of employment
Flexible working (e.g. term time only, condensed hours, flexible start/finish times etc)
Flexible working - hybrid with no more than 60% of days mandated in the office
Flexible working - increased flexibility for office presence during school holidays
Fertility treatment leave
Formal support programmes for employees taking long-term leave (e.g. maternity, paternity, adoption or shared parental leave) such as mentors, buddies or structured guidance
Formal support for returners after absence (e.g. return-to-work coaching, phased return)
Gender pay gap published internally
Gender pay gap by level (e.g. ExCo member) and function (e.g. underwriting) published internally
Menopause or peri-menopause support
Management development to address the importance of supporting women, including support for female leadership not modelled on traditional male leadership styles
Onsite facilities for nursing parents (e.g. nursing chair, fridge for storage of breast milk etc)
Paid carer's leave
Paid dependants' leave
Salary sacrifice schemes for parents (e.g. employer supported childcare, tax-free childcare)
Wellbeing assessments
Other (please specify)
*
9.
What do you think are the potential resolutions to the female pipeline decline (please choose up to 3)?
(Required.)
Access to executive coaching and tailored development
Challenge the accepted norms around the travel and entertainment requirements of underwriting
Coaching of leaders on how to develop female talent differently
Dedicated underwriter returners programmes for experienced underwriters
Equalise enhanced paid maternity and paternity leave
Facilitate different types of networking
Flexible working conditions
Formal career mentoring programmes for parents, adopters and carers
Inclusive networking opportunities (not just sport or evening-based)
“Name and fame” those firms who champion female underwriting leadership
Proactive sourcing of diverse talent from outside the industry, with formal training provided
Sourcing more experienced hires from outside the industry
Sponsorship by executives within firms to help selected women to progress
Strengthen Board and ExCo processes around succession planning so that different candidates are more actively considered earlier and skills gaps identified and developed
Other (please specify)
10.
Any other comments?
*
11.
Do you work for:
(Required.)
Managing Agency
Other
*
12.
What function do you work in?
(Required.)
Underwriting
Claims
Finance, Actuarial, Tax, Treasury, Investment Management, Procurement
Operations, IT, Data and Analytics
Underwriting and Claims Operations
Risk, Compliance, Audit, Legal, Wordings, Company Secretary
HR, L&D, Marketing, Communications
Customer services, Product Development, Sales, Business Development
Office of the CEO, M&A, Strategy, Transformation
Other
Prefer not to say
*
13.
What is your gender?
(Required.)
Female
Male
Non binary
Other
Prefer not to say
*
14.
What is your age?
(Required.)
18 to 24
25 to 34
35 to 44
45 to 54
55 to 64
65 to 74
75 or older
Prefer not to say
