Building Tomorrow's Insurance Workforce: Why Mentorship and Flexible Work Models Matter

December 9, 2025
Erika Palass
7 min read
Expertise

The insurance industry stands at a critical juncture. With an aging workforce approaching retirement and younger generations seeking careers that align with their values, the sector must evolve its approach to talent development. According to industry reports, the insurance workforce faces significant demographic challenges as experienced professionals retire faster than new talent enters the field.

What needs to change?

Despite the critical role insurance plays in the global economy, it often remains misunderstood or overlooked. We are risk takers, data analysts, critical thinkers and people connectors. And yet, many professionals in the industry have experienced the moment at a party when they share their role in commercial insurance, only to see interest wane. This lack of visibility does more than dampen conversation; it limits the industry's ability to attract bright, capable talent. This is especially true when looking to recruit from outside traditional business and finance backgrounds.

To reverse this trend, insurance leaders must reposition the field as dynamic, purpose-driven, and full of opportunity. That effort begins with people – especially the approach to mentorship.

The Power of Purposeful Mentorship

The difference that strong guidance can make and equally, the impact when it’s missing, is visible. Good mentorship offers more than technical know-how. It provides confidence, perspective and a sense of belonging.

Mentorship should be multi-dimensional. It’s not just the most tenured professionals who have something to offer. Sometimes, a colleague with just a few more years of experience can provide invaluable insights and practical guidance. Diverse mentorship models also include reverse mentoring, where younger, tech-savvy professionals share their own perspectives and knowledge, especially around digital tools and evolving workplace expectations.

This two-way exchange builds stronger teams and ensures the organization stays relevant across generations.

Embracing Diversity in Mentorship Relationships

In an industry that has historically been male-dominated, the question of female mentorship takes on particular significance. As a result, women often seek out other female mentors in the insurance space.

"Insurance leaders must reposition the field as dynamic, purpose-driven, and full of opportunity. That effort begins with people—especially the approach to mentorship."

But mentorship should not be siloed by gender or background. The most effective development comes from a variety of influences: male and female mentors, people from different life paths, and leaders who offer distinct approaches to problem-solving and leadership. A career that has been shaped by a rich mix of mentors and advocates creates well-rounded support that leads to better outcomes.

This mindset carries into the hiring philosophy of Cardinal E&S. Instead of only recruiting from conventional pipelines like finance or accounting programs, the company is casting a wider net, bringing in individuals with military backgrounds, creative disciplines and operational expertise. These nontraditional candidates often bring behavioral strengths that translate well in E&S environments: discipline, adaptability and curiosity.

Meeting Modern Workforce Expectations

Perhaps no workplace evolution has been as significant in recent years as the shift to hybrid work models. Embracing flexible work arrangements represents both a competitive advantage and a necessity for attracting top talent.

Gone are the days of rigid five-day office schedules. Today’s workforce values balance and companies that embrace this shift will be better positioned to attract and retain talent. At Cardinal E&S, most teams align their days “in the market”, which can mean in-office collaboration, working together at industry events or meeting with customers. This approach creates consistency without sacrificing flexibility.

For early-career professionals, in-person experiences still matter deeply. Being physically present in the office to overhear calls, ask quick questions and absorb team dynamics accelerates learning in a way that fully remote models often can’t replicate.

The Cardinal E&S Team Difference

The Cardinal E&S brand was launched with the goal of building something both modern and rooted in strength. This modernization touches every part of the business, from underwriting strategies to culture. Technology plays a central role, particularly the integration of data and AI. These tools are seen as enhancers, not replacements – designed to improve decision-making and efficiency while preserving the human judgment that remains critical in underwriting.

Striving for a healthy balance between underwriter autonomy and adhering to an overarching strategy, the Cardinal E&S team embraces the entrepreneurial mindset and the importance of building relationships. The result? A team built on mentorship that moves fast, thinks critically and shows up for clients.

To learn more, visit cardinalcna.com.

About Cardinal E&S

Cardinal E&S^SM is a service mark owned by CNA Financial Corporation. CNA is one of the largest U.S. commercial property and casualty insurance companies. Backed by more than 125 years of experience, CNA provides a broad range of standard and specialized insurance products and services for businesses and professionals in the U.S., Canada and Europe. For more information, please visit CNA at www.cna.com.

About the Author

Erika Palass is VP, Head of Wholesale Umbrella & Excess Casualty.