Julie Skelton, executive director and chief operating officer, Insurance Brokers Association of B.C. (IBABC)

Reflecting on women’s progress in Canada’s P&C insurance industry over the past several years, Julie Skelton sees significant change. “The last five to 10 years have shown real progress, and I don’t believe there are the same roadblocks today that existed when I first started in the industry,” says Skelton.

Skelton’s career in insurance began in a small brokerage. Over the past 37 years, she has worked in regional and national roles, rising through the ranks to leadership positions. Now, as the executive director and chief operating officer of IBABC, she is committed to helping brokers across B.C. navigate industry challenges and fostering professional growth for the next generation of leaders.

Although barriers for women in terms of career opportunities in the P&C industry are lower than they were, Skelton believes women often create barriers for themselves by underestimating what they can do.

She emphasizes the need for women to reframe how they view opportunity. “Women in our industry should be looking at positions based on qualifications and value, not questioning whether they belong. We need to champion ourselves and each other.”

Skelton also highlights the importance of building strong professional networks. “There’s a great quote about how the best opportunities come from the way people talk about you in the room when you’re not in it. That’s why it’s so important to build relationships and showcase your capabilities. Women tend to hope their hard work will be recognized, but we need to be more vocal about our achievements, so that we’re not hindering ourselves from getting opportunities to lead. We need to put our hand up and make it known that we’re interested in leadership.”

Creating mentorship opportunities

The industry has made strides toward inclusivity, Skelton says, but she believes more work should be done to demystify leadership roles and encourage women to pursue them. “One challenge is that many people don’t actually know what a senior leadership role entails,” she says. “What does a VP of operations or a chief financial officer actually do? We need to do a better job of explaining these roles, as well as what is required to obtain these roles, so it’s not intimidating.”

She also sees mentorship as a key driver of change. “It’s not just about having a mentor; it’s about exposure to leadership environments. Sitting in on boardroom discussions, shadowing executives, and hearing how decisions are made can make a huge difference. We need to provide more opportunities for women to see themselves in these roles.”

Another barrier is the way organizations approach talent retention. “Too often, strong employees are held back because leaders don’t want to lose them from their teams. That limits growth and stops great talent from advancing. We should always be looking for ways to lift others as we rise. I always say, choose your successor the day you’re hired and set them up for success.”

Encouraging women to be leaders

To attract more women to senior roles, Skelton believes the industry must change its messaging. “We need to stop marketing insurance careers as being about numbers or policy details. Instead, we should focus on what really motivates people, especially the younger generations coming in: helping communities, serving others, and solving challenges every day. That’s what makes this industry so rewarding.”

Companies must adapt their expectations for senior leadership, she stresses.

“Historically, leadership roles have demanded long hours and constant availability, but the next generation isn’t going to sign up for that. If we want to attract more women, and more talent in general, we need to create leadership structures that align with modern work-life balance expectations.”

As a longtime advocate for education and talent development, Skelton remains committed to creating opportunities for future leaders. “At the end of the day, this industry has endless career paths. It’s not about whether the opportunity is there; it’s about making sure women see it, believe in their ability to succeed, and feel empowered to take the next step.”