Accelerating Gender Equality in Insurance: Why Progress Must Happen Faster 

The Industry’s Gender Parity Problem 

Women make up a significant portion of the insurance workforce, yet they remain underrepresented at senior levels. To create real change, action must be intentional, transparent, and measurable. At Pro Global, we have taken deliberate steps to challenge the status quo and ensure gender equality is more than just an aspiration. 

1. Redefining Family-Friendly Policies 
   One of the biggest barriers to gender equality in the workplace is the disproportionate burden of caregiving that falls on women. To address this, we introduced enhanced parental leave provisions in 2023, offering greater financial support and flexibility. By normalising shared caregiving responsibilities, we are fostering an environment where career progression is not compromised by family responsibilities. 

1. Creating Inclusion Allies and Mental Health First Aiders 
   Gender equality is not just about policies – it is about culture. Our Inclusion Allies and Mental Health First Aiders provide a support network that helps to challenge biases, create safe spaces for open dialogue, and ensure that every colleague feels heard and valued. 

1. Championing Neurodiversity and Diverse Thinking 
   Gender equality cannot be achieved in isolation – it must be part of a broader inclusion strategy. Our neurodiversity awareness initiatives ensure that talent is recognised for its unique contributions rather than constrained by traditional norms. By encouraging diverse thinking, we are creating a workplace where innovation thrives. 

1. Breaking Barriers Beyond the Workplace 
   Representation matters. Through our sponsorship of Gloucester Hartpury Women’s Rugby, we are not just supporting a sports team – we are actively challenging gender norms and promoting equality beyond the office. This commitment to breaking barriers extends to our hiring practices, mentorship programmes, and advocacy within the industry. 

1. Ensuring Transparent and Equitable Career Progression 
   Merit-based progression should be the standard, yet unconscious biases often hinder career advancement for women. We have implemented transparent career frameworks and promotion boards to ensure fairness and accountability. In 2024, 58% of our internal promotions were awarded to female employees – up from 42% the previous year. While this is progress, we recognise that sustained effort is needed to maintain momentum. 

Measuring Impact: The Hard Numbers 

Change must be backed by data. Since 2019, we have reduced our mean gender pay gap from 45% to 23%, and our median pay gap from 35% to just 2%. These figures are encouraging, but they also highlight the extent of the problem we started with. Gender parity is not a one-time fix; it requires continuous monitoring, commitment, and adaptation. 

What Needs to Happen Next 

Insurance companies cannot afford to view gender equality as an optional initiative – it must be a strategic priority. This means: 

• Embedding accountability at the leadership level. 

• Normalising flexible working to support all employees. 

• Addressing unconscious bias through targeted training. 

• Ensuring pay transparency and equity. 

• Actively mentoring and sponsoring female talent. 

Final Thoughts: Driving Lasting Change 

At Pro Global, we believe that true inclusion is not about ticking boxes or meeting quotas, it is about creating a culture where everyone feels valued, respected, and empowered to succeed. The insurance sector must move beyond slow, incremental progress and commit to transformative change. It is time to accelerate action.