Lorie Phair, president, Canadian Broker Network

Great progress has been made to support women’s careers in the property and casualty insurance industry, but there’s still work to be done, says Lorie Phair, president of Canadian Broker Network (CBN), Canada’s largest network of independent brokers.

“Despite the recent backlash on diversity, equity and inclusion (DEI) initiatives, I believe the insurance industry in Canada has made decent headway in creating career opportunities for women,” she says.

“Across the industry, there are internal and external mentorship programs, training and development initiatives, one-on-one coaching and access to organizations that purposefully support women in their career advancements.”

Phair has witnessed the evolution of DEI in the industry throughout her 30 years in brokerage and business management, where she’s held executive roles at both Canadian and international brokerages.

Her insurance career is marked by advocacy, mentorship, and a commitment to advancing the success of independent brokers in Canada. Phair’s leadership at CBN since 2016 has not only fuelled the network’s impressive growth, but she ensures its member brokers continue to innovate, put Canadian consumers first, and drive meaningful change within the industry – and that includes supporting women in their careers, she adds.

Diversity isn’t just about representation, it’s about performance, Phair says. “A diverse workforce makes good business sense because it fosters greater innovation and stronger business outcomes. However, unconscious bias still exists as a subtle barrier, and the industry needs to continue moving forward with these initiatives.”

It starts with leaders – and women
Phair believes organizations must integrate inclusivity into their core strategies rather than treating it as a standalone initiative. Companies making real progress, she says, will be those in which DEI efforts are embedded into daily business practices and leadership accountability.

“Senior leaders must take responsibility for outcomes and play an active role in driving meaningful change within their organizations and the industry. Attracting and retaining a diverse workforce must be part of an organization’s fabric and culture. That starts at the top,” she says.

At the same time, Phair encourages women to take an active role in shaping their own careers.

“Women need to feel empowered to be proactive, to seek opportunities to improve our own education and skill sets, to be forthright about our career intentions, and to find mentors and advocates,” Phair says. “Many leaders in this industry are willing to support and elevate women. If your organization isn’t supportive, find one that is. There are plenty that deserve your talents.”

The future of women in insurance
Phair remains dedicated to ensuring the next generation of women in insurance have the tools, support, and opportunities they require to succeed.

Beyond her corporate leadership, she’s made significant contributions to the industry through mentorship and education. She founded LePhair Associates in 2006 to provide coaching and development programs for brokerages, insurers, and other organizations. She has also served on numerous boards and committees, including RIBO, CSIO, and the Insurance Institute of Canada, and is a founding advisory board member of ISC Canada, an organization dedicated to supporting women in insurance.

“Our industry offers fantastic career paths with opportunities for growth and leadership. The key is ensuring organizations continue to prioritize diversity, mentorship, and career development for women,” Phair says.

“The progress we’ve seen is encouraging, but we can’t afford to be complacent. If we stay committed to fostering inclusive leadership, the industry will only continue to improve.”