Page 41 - Shaw Wall of Honor

license and interacting with clients! It was also important to me to earn the respect of my co- workers; I knew that unofficially, I was labeled as the “D.O.B.” (Daughter of Boss), and with that label came a lot of scrutiny from my peer colleague Account Managers, all of whom were female. By working alongside them, starting as an Account Manager and managing a book of business, I gained their respect.
Mycousinandbusinesspartner,JimChalmers, started his career at Chalmers as an outside sales producer. Our team of producers was (and still is) made up of all men, while our Account Managers were (and still are) predominantly female. Both paths helped shape the leaders we have each become today, but even for two children of agency owners, gender norms played a part in where we each started our careers.
As an account manager, I had ownership of my work, made wonderful connections with clients and co-workers, and learned the business. As I became confident in my knowledge of insurance, I started to become more vocal when carrier marketing reps visited our agency. Sure, I wanted to make a good impression, but I also wanted them to know that I had a voice and that I wasn’t afraid of speaking up and giving honest feedback. If their rating platform wasn’t functioning well, I let them know. If their rates were not competitive, I told them so— while giving examples of quotes where they really missed the mark. My honesty earned me my first invitation to join one of our carrier partner’s Agency Councils in 2008. I was the youngest agent to join the council, and only one of two females, as well. The ability to use my voice helped me gain visibility as a female in a male-dominated industry. This is my biggest piece of advice for women in insurance—have confidence in your knowledge and don’t be afraid to speak up for what you know is right.
Flexibility is key
Recent research published in a 2022 Agency Universe Study by the Big I found that women in independent insurance agencies are more likely than men to be balancing caregiving
with their careers. Women were also more likely than men to say that they are currently primary caregivers or anticipate becoming one within the next five years. Among non- principal agency staff members, nearly one in four employees is a parent to young children. Flexibility is key for these caregivers.
At Chalmers, we have adopted flexible work schedules and do our best to accommodate and incentivize mothers in particular to return to the workforce after maternity leave. These practices, along with offering a rich development program, have played a big role in retaining our workforce, minimizing turnover, and keeping coworkers happy, engaged, and excited about their work. In 2021, we earned the distinction of being a “Best Place to Work in Insurance” by Business Insurance Magazine, with an overall employee engagement score of 96%. Our co-workers have a better work/life balance because of the flexibility we provide, which helps keep stress levels in check and engagement scores high.
Performance development is instrumental
Despite the small number of women in insurance leadership roles, women outnumber men in entry-level agency positions across the
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