Why mentorship matters in brokerages

For all the different talent and retention approaches used at Canada’s P&C insurance brokerages, one thing’s constant: mentorship matters. 

Mentorship, both as a mentee and a mentor, is highly valued by those who have experienced it at their brokerages, Canadian Underwriter’s Brokerage DEI Survey 2025 finds.  

A large proportion of brokers (65%) responding to this year’s survey say they are currently, or have been, a mentee or a mentor. And 100% of brokers who indicate they’ve been mentored say they gained from the experience.  

Top cited benefits among mentees are the gaining of: 

• New skills and knowledge (85%) 

• Problem-solving strategies (81%) 

• Perspectives and insights from people with experience (79%) 

“I was fortunate to have the best mentor and I hope that I am providing the same valuable opportunities to those that I mentor,” says one Gen X broker from Ontario. “I’m always working with people, even with my experience I still feel I need my mentor. However, I mentor others as well.” 

One broker says their mentor taught them “better communication with the ability to take a step back first before dealing with the situation, if necessary,” as well as the ability to “gather my thoughts before speaking.” 

Brokerages with some diversity in senior leadership reported the highest overall involvement in mentorship at 70%, whether as a mentee or mentor. Comparatively, brokers at firms leading in diversity at the senior level are most likely to currently be mentored (25%), while brokers at firms with no diversity at the senior level are more likely (47%) to be currently mentoring someone.  

“Our workplace is very co-operative in nature,” says one broker who’s been both a mentee and a mentor.  

Where opportunity lacks 

Still, there’s a segment of brokers who say they’ve never been a mentee or never mentored anyone. 

While there is high willingness to mentor, opportunity is the main barrier for those not currently doing so — 55% of survey respondents say they’ve simply never been asked.  

Of those who aren’t currently mentors, 19% would welcome the opportunity to have one in their charge. 

“I am in a position [where] I am able to mentor new talent when required. It is difficult as I work remotely, so not as hands-on,” says one Boomer-aged Alberta broker. 

But some brokers say growing workplace pressures are holding them back from being a mentor.  

“Heavy workloads with no more pay, adding in mentorship just doesn’t make sense,” says one respondent. 

“No time, too busy with workload — short-staffed,” says another. 

One broker says a shortage of senior employees makes it harder for young brokers to find mentors “With 47 years in the industry, I become a mentor by default because there isn’t anyone else to go to for our brokers.” 

Doing good DEI  

The survey finds the relationship between diversity, equity and inclusion (DEI) leadership levels and mentorship involvement is neither simple, nor linear.  

But brokers make one thing clear: There’s business risk for brokerages that aren’t integrating mentorship opportunities, either formally or informally, into their business practices. 

Nearly a third (31%) of brokers say they’ve left or considered leaving their employer due to a lack of mentorship opportunities at their workplaces — the fourth top-cited reason for leaving. 

And when asked about key workplace experience benefits of DEI initiatives, 34% of brokers cite ‘identifying and mentoring people for leadership positions.’ 

“I believe DEI in our workplaces is a pressing need. However, I do strongly believe that proper education and mentorship of new team members handling insurance is crucial to the clients’ experience and meeting their insurance needs,” says one Gen-Z broker.