Page 24 - Shaw Wall of Honor

Why is it that we have
so many women in the workforce, but so few make it into leadership positions? In fact, only 31% of agency owners are women and 18% in C-Suite positions.
in order to move to the next level. At events dominated by men, I never had to correct a man treating me like an assistant, when in fact I was his equal. I had little to no difficulty with overcoming the boy’s club mentality because my club was already being run by women. Nor was I overlooked for promotions because male management assumed I didn’t have the skills because of my gender or couldn’t commit because I have children. None of these stories are mine, but these situations exist for countless colleagues. The frequency of these situations is lessening, but they continue to happen and demonstrate the challenges for women in our industry.
In my 20-year career, I have seen the culture shift, but the insurance industry is lagging behind. So, what can we do to accelerate this shift? First, we must confront the debilitating stereotypes and assumptions of women’s capabilities. I believe that these comments are often made unconsciously, but they are halting advancement unnecessarily and limiting opportunities unfairly. When these stereotypes come to the forefront, we must speak up. These
unconscious thought patterns and habitual language will continue unless someone points them out. For example, one assumption that I continue to see and experience is that women with children cannot put in as much time or effort as their male counterparts. As the mother of a three-year-old, I can attest that this is not true. Regardless of gender, priorities determine where you put your time. Assumptions as to what a woman can or cannot do should be focused on qualifications, work ethic, and ambition, rather than erroneous gender assumptions dating back to the 1950s. I truly believe that the majority of the time it is not malicious, but it is still a factor in the limited advancement of women in our industry. We must continue to point this out, as change will only come with acknowledgment.
Secondly, we need to lift each other up. I have found that women who obtain leadership positions are typically very competitive; we have to be in order to compete for positions in this male dominated industry. It is often difficult to turn that off even when competing with another female colleague, but once you do, a shift starts to occur. I saw my own career grow when I started to bring more women in this industry into my own circle. Some of these women were my direct competitors and others were industry professionals I worked alongside. We began meeting, sharing our business models, problem solving for each other, and when we came across each other’s clients, we told them they were in good hands. I have built long-lasting friendships and have seen these friends grow alongside me. We continue to advocate for each other, partner when opportunities arise, and cheer each other on. We do not need to compete with each other to see our own careers grow. Furthermore,
A culture shift is happening and will continue to progress, but we have to let our voices be heard.
Women Competing in a Male Dominant Industry
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