DUAL underwriting perspectives: Insurance Woman of the Year

When I was younger, I wanted to be a pop star. For a brief moment, I even lived that dream, joining the Spice Girls… well, sort of. My role? Let’s call it more “Spreadsheet Spice.” It wasn’t as glamorous as I imagined, and before long, I stumbled into the world of Insurance. That unplanned move turned into a 24-year career so far, taking me from several roles in Hiscox to my current role as COO at DUAL UK and Europe. Along the way, I’ve seen the industry transform in many ways—but also remain stubbornly the same in others.

Recently, I was honoured to win Insurance Woman of the Year at the Women in Insurance Awards. It was humbling to receive such an accolade and to reflect on the evolving landscape of our industry—especially when it comes to gender diversity.

Women in insurance: progress, but not perfection

When I first started, it wasn’t unusual to be the only woman in a meeting. Fast-forward to today, and I’m privileged to sit on a female-dominated executive committee. However, not all corners of the industry have reached this balance. Underwriting leadership, for instance, remains heavily male-dominated and while the needle is moving, there’s still a lot of work to be done.

The best teams are those that embrace diversity—not just in gender but also in background, thought, and experience. It’s about having a mix of voices at the table, because diverse perspectives drive better decisions. And let’s face it: an all-male or all-female team can be limiting.

The confidence gap: why women need a nudge

One of the biggest challenges women face in their careers is a confidence gap. Studies show that men will often apply for a job if they meet just 40% of the requirements, whereas women feel they need to meet 80% or more before they’ll throw their hat in the ring.

This hesitancy isn’t always about capability—it’s about perception. At Hiscox, I participated in training that highlighted this disparity, and it was eye-opening. It made me realise how critical it is to actively encourage women to take that leap, especially when we see their potential even if they don’t.

I’ve experienced this first-hand. When I was offered my first CFO role, I didn’t feel completely confident that I was ready. But my boss, a strong sponsor, pushed me to take it and that vote of confidence made all the difference. Now, I make it a priority to pay that forward, mentoring and sponsoring other women to help them step into roles they might not have considered for themselves.

Mentorship and sponsorship: a game-changer

Mentorship and sponsorship have been vital in my career, and they’re tools I actively use to help others. I mentor both internally at DUAL and externally within the industry, including a talented woman at Beazley. A mentor provides a sounding board, free from the office politics, to help someone navigate their career.

There’s one piece of advice I often share when I mentor: your career doesn’t have to follow a straight path. Mine certainly didn’t. I’ve taken sideways steps, moved countries, and embraced roles I wasn’t expecting—all of which have led me to where I am today.

Sponsorship is another great tool and is about more than advice—it’s about advocacy. It’s using your voice and influence to push someone forward. Both are essential, and they’ve shaped not only my path but the paths of many others I’ve had the privilege to support.

Men as Allies: awareness and action

Men play a crucial role in driving gender equity. First, they need to be aware of the stats. If women are hesitant to put themselves forward, male leaders and colleagues can be the ones to encourage them. It’s about being an ally—calling out inequity, advocating for balance, and ensuring the environment is inclusive for everyone.

It’s also about stepping up when something doesn’t feel right. If you see behaviour or treatment that doesn’t align with how you’d want to be treated, speak up. Allyship isn’t passive—it’s an active role, and one that men in our industry do and should continue to embrace.

Authenticity at work: bringing your whole self

At its core, inclusivity is about enabling everyone to bring their authentic selves to work. Whether it’s gender, background, or ability, people thrive when they feel seen, heard, and valued.

As the executive sponsor of Howden Group’s Disability ERG, I’m passionate about creating opportunities for people with disabilities. One particular initiative I am currently part of focuses on individuals with visual impairments. With only just over 20% of visually impaired individuals in employment, the stats are shocking. But technology and awareness are changing the game, and we’re committed to making Insurance more inclusive for all.

Beyond that I'm also a Pilotlighter for a charity called Pilotlight, where executives work with other charities with issues such as strategic business or operational strategy, financial planning, or anything they need to be successful. It is great to be able to put my skills gained in my insurance career to greater good.

Looking ahead

Winning Insurance Woman of the Year has been an incredible moment of reflection. It’s reminded me of the importance of lifting others as we climb—whether through mentorship, sponsorship, or simply a kind word of encouragement.

The Insurance industry has come a long way, but we still have miles to go. I’m excited to be part of that journey, helping to create a space where everyone—regardless of gender, background, or ability — can thrive.