the person before the first day of work,
phoning or sending a nice personalized
card, welcoming the person aboard.
There should also be an onboarding
schedule for the first week or at least the
first few days. This should cover such
items as whom they are shadowing; a
sufficiently thorough tour of the facility,
and so on. As mentioned earlier, someone from leadership should take the new
hire to lunch. In addition to a physical
“welcome” sign near the building or
departmental entrance, set up a Power-
Point presentation that will be running
on the new computer. This might in-
clude the person’s name and title, along
with a brief welcome message.
and effective onboarding process for
your new claims hires.
Kevin Quinley, CPCU, is
the principal of Quinley
Risk Associates LLC.
He may be reached at
The challenge, says Angelina, is
now to help women move into and
upwards through their insurance
careers through increased identification and recruitment, training
and leadership development initiatives. The Academy plans to update
the study with data from 2013 proxy
statements and SEC filings.
All but two percent of male and
female respondents to a live poll
held during the IICF said that gender
inequality still exists in the insurance industry. About half said that
the lack of C-Suite recognition and
sponsorship is the top issue that
must be confronted to elevate this
statistic, and 26 percent said that
women need to promote themselves
more efficiently in order for change
More than 30 percent replied
that their company does nothing to
source more female talent, but mentoring seems to be just as empowering: 20 percent of respondents can
rely on CEO endorsement and mentoring or sponsorship programs, and
about 90 percent have participated
in and benefitted from a professional mentoring relationship.
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