Since its inception in 2017, iCAN has embarked on a transformative journey, challenging the status quo and inspiring change across the sector. This article delves into iCAN’s mission, the challenges it has faced, the innovative initiatives it has launched, and the profound impact these efforts have had on the insurance industry. Join us as we explore how iCAN is shaping a more equitable future for all within the insurance community.
Introduction and Background
iCAN, the Insurance Cultural Awareness Network, is the UK’s first industry-wide independent network dedicated to promoting multicultural inclusion and career advancement in the insurance sector.
Founded in 2017 by a group of passionate insurance professionals, iCAN was established to address significant challenges faced by ethnic minorities and international talent within the industry. These challenges included a lack of visible role models, persistent pay inequalities, and a pervasive sense of exclusion.
Historically, the insurance sector has lagged behind others in addressing DEI issues. However, iCAN has created a platform that enables the industry to learn from external best practices and implement solutions that drive meaningful change. Our network serves as a dynamic force, collaborating with colleagues across the sector to be a voice for key issues, a home for both newcomers and veterans, and a powerful connector through our events and initiatives.
We forge collaborative partnerships with organisations and support the industry through our 3 core initiatives:
- iCAN Connect – Offering support to firms and Employee Resource Groups (ERGs).
- iCAN Apply – Providing targeted recruitment solutions.
- iCAN Inspire – Our mentoring platform that fosters growth and development.
These initiatives operate across our regional hubs in London, Birmingham, Manchester, and soon-to-be-launched Bristol, ensuring that our impact is felt nationwide.
Challenges and Strategies
When iCAN launched seven years ago, the insurance industry struggled to even acknowledge the word “Black,” let alone engage in meaningful conversations about race. This reluctance made it extremely challenging to initiate discussions around DEI, particularly in a sector that had long lagged behind others in addressing these issues.
In 2017, the climate began to shift, influenced by the Black Lives Matter movement in the USA, political developments like Brexit, and the rise of anti-racist voices within the industry. We seized this moment, rallying a team committed to driving change and addressing the growing demand for DEI solutions.
One of our biggest challenges was clarifying our purpose and value. In response, we treated iCAN like a business, developing a clear and powerful proposition that people could easily understand and engage with. We streamlined our efforts into three core offerings: Recruitment, Mentoring, and Support for ERGs and firms. This focused approach made iCAN more accessible and actionable, encouraging broader participation and connection with our mission.
Maintaining our relevance and staying on firms’ agendas has been another ongoing challenge. To address this, we have strategically networked, developed resources like our “60 Role Models” book to stay close to senior leaders, and expanded our initiatives to include Gen Z-focused activities, regional hubs in Birmingham, Manchester, and Bristol, as well as more events addressing gender and ability diversity. This approach has allowed us to grow alongside the industry, rather than operating in isolation.
Our success is evident in the increasing demand for our involvement in industry-wide initiatives, award ceremonies, and thought leadership. Moreover, our sponsor base has more than doubled in the last 12 months, growing from 24 to over 50 corporate partners.
Key Initiatives and Outcomes
iCAN has implemented several key DEI initiatives that have significantly impacted both the organisation and the broader insurance industry:
- Launch of iCAN Apply – This job board focuses on providing ethnic minorities with better access to roles they might otherwise struggle to find. Over the past 18 months, more than 4,000 jobs have been listed, with over 60,000 views, leading to over 50 successful hires. Although we are not a recruitment firm, the platform has had a substantial impact, providing valuable opportunities for our members.
- Launch of iCAN Inspire Mentoring – Our innovative self-service mentoring platform matches individuals with senior industry mentors based on specific criteria. In 2023/24, over 150 new mentors joined, fostering valuable mentoring relationships. One mentee, Alice Tu, a Surety Underwriter at Swiss Re, noted that the mentoring scheme has significantly boosted her confidence and professional development.
- iCAN Connect – We’ve supported over 100 Employee Resource Group (ERG) leaders with strategies, training, and development. Our sessions, such as “How to Manage Your Volunteer Teams” and “Public Speaking Workshop for ERG Leaders,” provided training that would not have been available elsewhere. Our guidance during the riots was particularly appreciated, helping ERG leaders navigate challenging times.
- Events and Networking – In the last 18 months, we’ve held over 120 events across London, Birmingham, Manchester, and virtually, offering networking opportunities, skill development, and knowledge sharing. These events have opened doors for many individuals, providing them with insights and connections that have propelled their careers forward.
- “60 Role Models in Insurance” Book – We launched this book to address the question, “Where are the ethnically diverse leaders in the industry?” The book showcases diverse talent and provides the visible role models the industry desperately needs.
- Gen Z-Focused Career Conference – We hosted a 300-person conference aimed at supporting young ethnic minorities in their careers—an often-overlooked group in insurance. Feedback highlighted that it was one of the best events attendees had experienced, with sessions on confidence, pay negotiation, and AI.
- iCAN Black-Owned Markets – This series allowed small Black-owned businesses to showcase their products and build relationships within the insurance sector. These events have helped elevate these businesses, offering them new opportunities and exposure.
These initiatives have not only supported individuals from ethnic minority backgrounds but have also created systemic changes within the industry, building a more inclusive and diverse environment.
Our efforts have been widely recognised, and we continue to receive requests for involvement in industry-wide initiatives, further solidifying our impact.
Organisational Growth and Learning
Our organisation was founded with a core focus on supporting DEI initiatives.
By prioritising inclusivity, actively listening to diverse perspectives, embracing intersectionality, and practising what we preach, we have achieved significant business success.
Key lessons learned:
- Being intentional with your team selection! Building a diverse team—across age, gender, ethnicity, and location—has been critical to our success. A variety of perspectives fosters innovation and ensures our initiatives resonate widely.
- Being clear in your messaging. Being clear about our objectives in advancing the diversity agenda has been essential. Allies are crucial, and making it easy for them to support our cause has amplified our impact. Clear, accessible messaging has been key to gaining and maintaining support.
- The importance of listening! Listening to our members and sponsors has been vital. By treating them as customers, we ensure that our services and solutions meet their needs rather than relying on assumptions. This approach has led to more effective and impactful DEI initiatives.
- It is all a team effort! Achieving meaningful DEI outcomes is a collective effort. Collaboration has been the driving force behind our success, proving that working together is where the real progress happens.
Through these lessons, we’ve not only strengthened our DEI initiatives but also driven growth and development across our organisation. Our commitment to DEI has become a cornerstone of our identity, guiding our decisions and shaping our future.
Future Plans and Goals
- Sector Expansion
Building on our success in the insurance sector, we plan to extend our model to other industries. Starting with the wider Risk sector, we’ll move into Pensions, Life Insurance, Health Insurance, and Risk Management, before expanding into Financial Services. Our approach is highly transferable, and we’re confident in its applicability across these fields. - Geographic Growth
Currently, we have established locations in London, Birmingham, and Manchester, with Bristol launching soon. We’re planning to expand to Glasgow in 2025, followed by international growth in the USA and Canada. Our corporate sponsors with global offices are instrumental in supporting this sustainable expansion, ensuring that our model adapts to new regions effectively. - Enhanced ERG Support through iCAN Connect
We will continue to advance our work with Employee Resource Groups (ERGs) through iCAN Connect. In 2025, we will release new books and guides, along with a series of ERG workshops leading up to our inaugural ERG Conference. By collaborating closely with firms and DEI leaders, we aim to deepen our impact and provide robust support for ERGs across industries. - Sustaining and Expanding Impact
Our growth strategy is built on sustainability and careful management.
By leveraging our proven model, extending our reach into new sectors and locations, and enhancing our ERG initiatives, we will continue to drive meaningful change. Our ongoing partnerships with corporate sponsors and DEI leaders will be crucial in sustaining and expanding the impact of our DEI efforts.
Advice for Other Organisations
- Establish Employee Resource Groups (ERGs)
ERGs are vital in driving DEI initiatives from within. They provide a platform for employees to voice their concerns, share experiences, and contribute to creating an inclusive culture. Empower these groups by giving them the resources and support they need to succeed. - Set Clear DEI Goals
Define specific, measurable goals for your DEI initiatives. Whether it’s improving diversity in leadership roles or increasing the recruitment of underrepresented groups, having clear objectives helps maintain focus and accountability. - Measure Progress
Regularly track and assess your progress towards DEI goals. Use data to identify areas of improvement and celebrate successes. Transparent reporting also builds trust and demonstrates your organisation’s commitment to DEI. - Support DEI Leaders
Ensure that those leading your DEI efforts are supported, both in terms of resources and recognition. DEI work can be challenging, so providing the necessary tools, training, and emotional support is crucial for sustaining momentum. - Leadership Sets the Tone
DEI must be championed from the top. Leadership’s commitment to inclusivity sets the tone for the entire organisation. When senior leaders actively support and engage with DEI initiatives, it signals to everyone that diversity and equity are priorities.
Ultimately, it’s all about people so don’t forget this and keep them at the centre of all the decisions you make!
Learn more about iCAN: https://www.i-can.me
Read more about the awards: https://www.ethnicityawards.com/top-10-social-impact-2024/