Women in Leadership
Women in Leadership
It’s not just a hashtag, we truly believe that our organization is powered by some of the most amazing women in the insurance industry. 3 of every 5 leaders in our organization are women!
Executive Vice President
Managing Director of Marketing
Managing Director of Operations
Director of Medicare Supplements
Director of Operations
Director of Agent Services
Director of Partner Relations
Today women make up 19% of Congress, 7% of CEOs of Fortune 500 companies are women, 17% of women sit on boards for Fortune 500 companies, and an astonishing 59.3% of all licensed insurance agents are women.
At Agent Pipeline, 7 out of 10 members of our leadership team are women. We’re incredibly proud of our company values and culture which promotes respect, communication, integrity, partnership, and identifies opportunities in individuals for a more fair and equitable workplace.
There are fewer role models and mentors for women leaders, that’s why Agent Pipeline has set up an incredible program offering support and mentorship to women in insurance.
Our leaders love to share their experience & strengths with other women to help them overcome any challenges, learn how to navigate the industry, and stay true to and act from their innate strengths in their everyday work. Women tend to lead a more interactive, cooperative style which often results in strengthening the sense of team in employees or as we say at Agent Pipeline, “we are all in this together,” inspiring a higher degree of commitment to strive to achieve the business’ goals.
Number of employees
Number of female employees
of our Leadership is Female
Here are some Q&A from Agent Pipeline’s Women in Leadership:
What changes do you forecast for women leaders in the insurance industry in the next 5 to 10 years?
Research shows that the insurance industry is one of the leading professions closing the gender gap. I believe that Agent Pipeline can be at the forefront; we are already demonstrating this with our current representation at our highest level, the Women in Leadership conference, and many mentorships through our Partners.
How can we encourage more women to go into leadership roles?
Encourage them to grow and evolve, both personally and professionally. Recognize the value of women in the workplace and make them feel heard. Avoid stereotyping women into administrative specific roles. Build out training programs and promotion opportunities in all departments.
What are the benefits of having women in leadership roles?
I believe having women as leaders brings more of a family-like feel to the workplace. Having a diverse Leadership Team means that different skill sets, perspectives, and cultures allow impact for company growth.
What are the biggest challenges women face in the insurance industry?
One of the challenges women face involves insurance being a traditionally “male-dominated” industry. The good news is more and more women are coming into the industry! In the past, I’ve personally dealt with men who had a biased towards working with women. The fact that the industry still feels male-dominated may create a barrier for a woman to want to join the insurance field. The roles that are more dominated by women tend to be support and back office roles, and less in sales & leadership positions. There is also a disparity around what some women are paid in comparison to their male counterparts in similar roles/responsibilities.
How can women overcome these challenges?
Women have been overcoming these challenges for years and will continue to do so by working harder, making sacrifices and by taking on the challenges of a male dominant workforce by putting themselves out there and proving their worth.
How can organizations recruit, retain, and develop women leaders?
To attract, develop, retain, and promote talented women, organizations should be taking a broad view. I think it’s important to ensure women have the experience & resources like mentoring, coaching, and ongoing workshops or programs. Women also need to be intentional about their careers and their development as leaders. The power of choice is often forgotten. Encourage women in your organization to take ownership over their career choices, and create a personal development strategy. It’s also incredibly important to have an established culture promoting time-off and the importance of family. I think too many women feel to be successful, they have to choose between work or home.