When it comes to women holding larger numbers of senior leadership positions within Canada’s P&C industry, Anna McCrindell, senior vice president and chief commercial lines officer at Wawanesa says, it’s time to double down.

At her own firm, women hold 40% of senior leadership positions and represent 70% of board of directors seats, including the chair.

But, she cites a recent Canadian Underwriter article detailing female underrepresentation in top leadership roles at P&C firms.

“From my perspective, [that] reiterates the need to continue with these initiatives. It’s not a once and done. We need to consciously foster and develop women, so they are prepared for these opportunities and are considered for them,” she tells us.

Mentorship matters for organizations looking to improve diversity and ensure women are represented at senior and board levels.

“I’ve had the privilege of having a mentor – who was a man – sponsor me, and really help me with that first leadership position,” she says. “It’s so important that, as leaders, we’re connecting with and we’re supporting others. And sponsorship is a big piece to this.”

McCrindell describes her mentor as someone with the ability to examine challenges and find the opportunities. “He…could always turn [something that was] an issue into putting together a solution that was viable and really elevated our capability.

“In my area, commercial insurance, there are so many unique situations, and being able to work through these [specific] problems you learn different tactics and ways to maneuver through. Sharing that learning is key to being successful. It’s that transfer of knowledge.”

She remembers one large, challenging account for which her team leveraged reinsurance to structure a tower of coverage in a way that hadn’t been done before. “We were punching above our weight by offering much more capacity, but we did it in a way with partnership, and that hadn’t really been done to that degree before in our organization,” she tells CU.

“It’s easy to say ‘no,’ to follow the letter of the law. But where you show your ability is to take something that has difficult parts, something to which other people will say no, and instead find a way around the difficult parts. Find partnerships, look at a different opportunity. It’s that creativity that shows your technical ability to drive a deal.”

McCrindell says formation of employee resource groups (ERGs) provide platforms for communities and groups to come together for mutual support. Her company has such groups, including the Women+ ERG comprised of over 350 women and allies. “It’s been a fantastically vibrant group that really works towards supporting one another and sharing experiences,” she says.

It’s a sharp contrast to when she was new in the industry and there were fewer women in top roles; and a reluctance among women coming up in the industry to ask for help.

“You need to have confidence and ask for help to get those opportunities, she says. “It’s so important, and people are willing to help. I know I am. I love it when people ask. And where I am in my career now, I’m really doubling down on that. How do I help someone else accelerate and how do I pass that on?

“And my advice to women coming through the industry is, reach out and ask.”