The value of diversity, equity, and inclusion (DE&I) in the workplace cannot be overstated. Insurance organisations that commit to building inclusive cultures and embracing diverse perspectives are not only more resilient — they’re also better positioned to innovate, evolve, and lead in a highly competitive market.

At Cavendish Maine, we understand how essential DE&I is to building high-performing, future-fit teams. Whether you're looking to strengthen your employer brand, attract a broader range of talent, or foster greater inclusion across the business, here are seven practical actions to consider:

1. Set Measurable Goals and Track Progress

TWithout data, it's difficult to address inequities. Define clear, measurable goals for your DE&I strategy and monitor progress regularly — not just in recruitment, but across retention, promotion, and engagement. Pay equity is a vital starting point. Conducting a pay equity review helps ensure fair, unbiased compensation based on merit — not gender, ethnicity, or other factors. Track data around salary, attrition, and promotion trends, and use employee feedback to tailor and refine your approach.

2. Build Inclusion Into the Hiring Process

Inclusion should be foundational, not an afterthought. Before launching recruitment campaigns, assess your current internal barriers to inclusivity and address them. At Cavendish Maine, we work closely with clients to embed DE&I principles throughout the hiring lifecycle.

Our approach includes:

• Inclusive role design and job descriptions
• Bias-aware shortlisting and interview guidance
• Proactive sourcing across diverse candidate pools
• Confidential support for underrepresented candidates throughout the process

Our network extends across the insurance industry, and we’re intentional about reaching beyond conventional channels to identify high-quality talent from a range of backgrounds.

3. Foster Open Dialogue

Create space for employees to share experiences, perspectives, and challenges. Whether through staff forums, employee groups, or informal networks, listening to your team builds trust and helps uncover valuable insights that shape a more inclusive culture.

4. Hold Leaders Accountable

Set clear expectations for leadership on DE&I responsibilities. From embedding inclusive behaviours to mentoring underrepresented talent, managers and senior leaders should be held accountable for driving progress — and rewarded for it. Link progress to performance reviews, leadership KPIs, or promotion criteria where appropriate.

5. Encourage Feedback and Act on It

Provide safe, visible channels for employees to give feedback — including on DE&I-related matters. Anonymous surveys, exit interviews, or real-time feedback tools all play a role in identifying issues early and addressing them before they escalate. Crucially, action must follow — creating a workplace where people feel heard and change is visible.

6. Challenge Norms and Unconscious Assumptions

Examine the small things that can have a big impact: dress codes, flexible working policies, performance criteria, and meeting etiquette. Often, bias is built into the everyday. Training and open discussion around unconscious bias can help reset expectations and create space for employees to show up as their authentic selves.

7. Empower DE&I Leadership

Ensure your DE&I leads or champions are represented in strategic conversations. Provide them with the influence, resources, and support needed to embed inclusive thinking into decision-making, from recruitment through to business growth. Organisations that succeed in building inclusive teams don’t treat DE&I as a side project — they embed it as a business priority.

Need Help Building Diverse, Inclusive Teams in Insurance?

At Cavendish Maine, we’ve been helping insurance businesses build stronger, more representative teams for over 20 years. We take a proactive, search-led approach to finding outstanding talent — while helping you create a recruitment process where everyone has the opportunity to succeed.

If you’d like to explore how we can support your DE&I recruitment goals, we’d be happy to set up a call and discuss.

Contact us