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<h4>Why do people stay?</h4>
It&rsquo;s a question many brokerage leaders are reflecting on as they face looming retirements and increased competition for skilled talent.1 While salary, benefits, and flexibility are top concerns, the decision to stay with an employer often comes down to less tangible factors: a workplace that feels welcoming and fair, values employees&rsquo; contributions, and provides opportunities for growth.&nbsp;
The engine behind this culture is diversity, equity, and inclusion (DEI), and recent research shows just how powerful it can be for brokerages. The 2025 Canadian Underwriter National Brokerage DEI Survey, sponsored by Sovereign Insurance, found that more than half of brokers (51%) believe improved retention is a key economic benefit of DEI, demonstrating that inclusive practices are smart business investments.&nbsp; When asked about benefits that contribute to a positive culture and support retention, brokers cite the following that are directly supported by effective DEI practices:
<ul>
<li>mutual respect and a welcoming environment (70%)</li>
<li>greater fairness and transparency (52%)</li>
<li>increased personal growth opportunities (48%)</li>
<li>better collaboration and cohesion (43%)</li>
</ul>
The findings make it clear: DEI is a proven driver of employee retention in the insurance sector, delivering measurable economic benefits by creating workplaces where people want to stay, grow, and contribute. &ldquo;Inclusivity isn&rsquo;t just the right thing to do. We know it drives performance,&rdquo; states Colette Taylor, Chief Operation Officer (COO) at Sovereign Insurance. &ldquo;In fact, 71% of the brokers surveyed cited that DEI drives performance within their own workplace&hellip; Some of those benefits are better employee retention, better customer satisfaction, increased innovation, and overall engagement of their employees. That&rsquo;s the ROI of inclusion.&rdquo;&nbsp; Conversely, overlooking DEI can put retention and business outcomes at risk, leading to the loss of strong employees, top talent, and even customers. It also limits the diverse perspectives that are critical for innovation and effective decision-making in insurance.&nbsp; In fact, the survey found that nearly three-quarters of brokers (74%) have left or considered leaving their workplace due to a toxic culture (45%), lack of mentorship (31%), and mental health struggles (26%). Lack of career advancement opportunities, discrimination, microaggressions, and feeling unwelcome are also cited as concerns.&nbsp; For insurance leaders, these findings underscore the importance of deepening their focus on DEI&mdash;recognizing it as a strategic investment in talent retention, workforce resilience, and long-term business success.&nbsp;
<h4>Here are a few ways to put a meaningful DEI strategy into action:</h4>
Create a welcoming environment: A warm and inclusive workplace not only helps employees feel valued and supported, but it also has a positive impact on retention.2 This type of environment isn&rsquo;t created by chance, but by intentional design. In practical terms, it encompasses everything from inclusive policies and communications to accommodating physical spaces to employee resource groups (ERGs) where employees can support each other.3 Related: <a href="https://www.sovereigninsurance.ca/advice-and-tools/hot-topics/is-your-team-silent-or-safe-creating-space-for-respectful-dialogue" title="" target="_blank" rel="noopener">Is your team silent or safe? Creating space for respectful dialogue</a>
Development inclusive career pathways: Equitable career pathways ensure all employees have the opportunity to grow and succeed. Key actions include providing mentorship programs, training opportunities, and career guidance that break down barriers to advancement. &nbsp;Promoting equity in leadership opportunities is also critical. This involves proactively seeking out talent from underrepresented groups for leadership roles and addressing biases in hiring and promotion processes.4
Related: <a href="https://www.sovereigninsurance.ca/advice-and-tools/hot-topics/mentorship-the-underused-dei-superpower" title="" target="_blank" rel="noopener">Mentorship: The underused DEI superpower</a> Recognize diverse contributions and achievements: Embracing diversity builds a more inclusive environment where everyone feels valued and empowered to contribute, ultimately leading to higher employee engagement and retention.5 Equally important is recognizing individual achievements, which strengthens the workplace community overall. A study by Gallup and Workhuman found that when employees have a strong workplace community, they&rsquo;re more likely to feel like they belong, which translates to a 43% increase in retention.6
As brokerages face a talent shortage, it&rsquo;s clear that DEI is not a temporary initiative or checkbox exercise&mdash;it&rsquo;s a key driver of retention. Creating workplaces that are welcoming, fair, and inclusive not only helps employees stay; it positions businesses for long-term success.&nbsp;

Sources 1 Canadian Underwriter, &ldquo;<a href="https://canadianunderwriter.ca/news/industry/addressing-a-shortage-of-qualified-commercial-underwriters/" title="" target="_blank" rel="noopener">Addressing a shortage of qualified commercial underwriters,</a>&rdquo; Nov. 28, 2023, updated Oct. 30, 2024 2 &nbsp;Culture Partners, &ldquo;<a href="https://culturepartners.com/insights/new-employees-nurturing-a-welcome-environment/" target="_blank" rel="noopener">New Employees: Nurturing a Welcoming Environment</a>,&rdquo; April 11, 2024.&nbsp; 3 The Inclusive Workplace, &ldquo;<a href="https://theinclusiveworkplace.ca/en/articles/create-a-welcoming-workplace" title="" target="_blank" rel="noopener">Creating a Welcoming Workplace.</a>&rdquo;&nbsp; 4 Diversio, &ldquo;<a href="https://diversio.com/dei-employee-retention/" title="" target="_blank" rel="noopener">DEI and Retention: How Inclusive Practices Boost Employee Loyalty,</a>&rdquo; April 30, 2024.&nbsp; 5 Diversity Resources, &ldquo;<a href="https://www.diversityresources.com/building-better-teams-why-diverse-perspectives-drive-success/" title="" target="_blank" rel="noopener">Building Better Teams: Why Diverse Perspectives Drive Success</a>.&rdquo;&nbsp; 6 &nbsp;Forbes, &ldquo;<a href="https://www.forbes.com/sites/karadennison/2024/09/13/why-recognition-could-be-the-key-to-employee-engagement-in-2025" title="" target="_blank" rel="noopener">Why Recognition Could Be The Key To Employee Engagement In 2025,</a>&rdquo; Sept. 13, 2024.

The power of DEI in retaining talent

Hot Topics

Purpose And Impact

It&rsquo;s mid-afternoon, and a few colleagues gather around the office coffee machine. Small talk quickly turns to an upcoming election, and a manager enthuses about a candidate with a poor record for gender equality. A new employee fights the urge to speak up, deciding it isn&rsquo;t worth the risk. She walks away quietly, feeling deflated.&nbsp;
Down the hall, a leadership meeting gets tense as they discuss whether to support a new return-to-office policy. Some leaders argue it will strengthen the company culture, while others worry it will disproportionately impact employees with caregiving responsibilities. The discussion gets personal, and by the end of the meeting, there&rsquo;s no clear resolution.&nbsp;
This may seem like just another day in the office, but these scenarios illustrate a serious challenge many companies face today: polarization. In the workplace, polarization is defined as a division of two sharply contrasting groups or sets of opinions, beliefs, or interests. It can take many forms, from disagreements on political and social issues to clashing viewpoints on company-wide matters.1&nbsp;
Polarization comes at a high cost: It can erode trust, morale, communication, and productivity.2 In Canadian Underwriter&rsquo;s 2025 DEI Survey, sponsored by Sovereign Insurance, 58% of brokers say polarization affects their work life, up from 49% the previous year. The most common effect cited is being less likely to talk about controversial topics (40%). If a polarizing discussion does take place, 73% of brokers cite concerns including reduced morale and engagement (40%), poor teamwork (38%), and a toxic culture (32%).&nbsp;
For leaders, the survey reveals a fear of division, a decline in morale, and breakdowns in communication&mdash;all of which threaten the relationship-based culture of brokerages. Despite these risks, many leaders are uncertain about how to facilitate polarizing discussions or don&rsquo;t feel equipped with the right tools to guide respectful dialogue.&nbsp;
While polarizing discussions can feel threatening, they don&rsquo;t have to derail your workplace. Brokerage leaders can lean into diversity, equity, and inclusion (DEI) principles to turn polarizing discussions into constructive dialogue. With intentional leadership and a DEI-informed approach, you can create a culture where people feel safe, respected, and able to speak openly.
Leverage existing DEI practices as your foundation. DEI practices already embedded in your brokerage give you a strong foundation to navigate tough conversations by reinforcing respect, fairness, and belonging.&nbsp;
One key practice is active listening. Leaders can model this by listening closely, refraining from interrupting and dismissing other viewpoints, and avoiding judgement. Even if you disagree, it&rsquo;s important to indicate you still hear the other person. Active listening also goes both ways: Practice reciprocity by asking someone if they&rsquo;re open to hearing your viewpoint. This reminds people of fairness and respect. If you actively listen and validate differing points of view, others will be more willing to do the same.3
Teresa Hopke, president of Talking Talent, a global gender diversity consulting firm, highlights the power of being open. &ldquo;When we encourage our teams to take on new perspectives and consider the experiences of others, we help cultivate a critical skill that directly combats polarization: curiosity,&rdquo; she writes. &ldquo;When we take the approach of continuously learning and asking questions, we&rsquo;re far less likely to get stuck in intractable conflict.4
Create structured, safe spaces for dialogue. Polarizing topics often make people afraid to speak up. Psychological safety&mdash;another core DEI practice&mdash;helps leaders create safe, respectful spaces for honest dialogue, even when opinions differ. It means people can share their opinions, ask questions, or challenge ideas, without fear of being punished, or feeling embarrassed or humiliated.5 &nbsp;In turn, this reduces the risk of self-censorship, conflict, and disengagement, while strengthening trust across teams.
When political or social issues arise, leaders can set the tone for how those discussions unfold. Reinforce that the organization values and respects all employees, including those who think or behave differently from others.6&nbsp;
When it comes to work matters, leaders should model, encourage, and support healthy conflicts, which also builds comfort in addressing more personal or sensitive topics. As workplace expert Emily Killham writes, &ldquo;Employees who know they are safe to speak up about work matters without negative consequences are more likely to feel comfortable respectfully dissenting when the matter is personal, while still maintaining teamwork.&rdquo;6
Turn polarization into an opportunity with values-aligned leadership. Leaders can build understanding, deepen relationships, and model the inclusive behaviours teams expect by viewing polarization as an opportunity. For example, imagine a manager who truly understands an employee&rsquo;s perspective, even if their political views diverge. That empathy becomes a catalyst for building trust, enabling a deeper connection and mutual understanding. One structured approach to fostering a more harmonious and cohesive workplace is known as the &ldquo;ART&rdquo; of navigating polarization: Acknowledging differences, showing respect, and cultivating trust.7
Even with the best intentions, conflicts at work can escalate and become polarizing. Actively managing conflict, not avoiding it, is critical. When leaders demonstrate that they intend to find solutions that work for everyone, people feel assured that their voices and experiences matter. And when leaders model good conflict resolution, it can have a powerful ripple effect across the organization. As Ms. Hopke writes, &ldquo;It&rsquo;s hard to keep feeling polarized and angry when we know someone is listening closely.&rdquo;8
By leaning on DEI practices such as creating respectful places and modelling inclusive behaviours, leaders make their teams safe, not silent. In this space, polarization becomes a catalyst for a culture of respect and fairness, where people feel valued and heard.
Sources&nbsp; 1,2 The Myers-Briggs Company, &ldquo;<a href="https://www.themyersbriggs.com/-/media/Myers-Briggs/Files/Resources-Hub-Files/Webinar-Resources/Webinar-support-files/Polarization-in-the-Workplace.pdf" title="" target="_blank" rel="noopener">Polarization in the Workplace: Navigating Opposing Viewpoints Constructively</a>,&rdquo; April 22, 2025&nbsp; 3 Achieve Centre for Leadership, &ldquo;<a href="https://achievecentre.com/blog/navigate-polarizing-conversations/" title="" target="_blank" rel="noopener">4 Tips to Help You Navigate Polarizing Conversations</a>&rdquo; 4,8 Forbes, &ldquo;<a href="https://www.forbes.com/sites/teresahopke/2024/10/29/with-tensions-running-high-heres-how-to-combat-polarization-at-work/" title="" target="_blank" rel="noopener">With Tensions Running High, Here&rsquo;s How To Combat Polarization At Work</a>,&rdquo; Oct. 29, 2024 5 Center for Creative Leadership, &ldquo;<a href="https://www.ccl.org/articles/leading-effectively-articles/what-is-psychological-safety-at-work/" title="" target="_blank" rel="noopener">How Leaders Can Build Psychological Safety at Work</a>,&rdquo; April 10, 2024.&nbsp; 6 Perceptyx, &ldquo;<a href="https://blog.perceptyx.com/the-need-for-psychological-safety-when-discussing-politics-at-work" title="" target="_blank" rel="noopener">The Need for Psychological Safety When Discussing Politics at Work</a>,&rdquo; Nov. 3, 2022.&nbsp; 7 SFU Beedie School of Business, &ldquo;<a href="https://www.sfu.ca/beedie/faculty-and-research/research-insights/2023/08/navigating-political-differences-at-work/" title="" target="_blank" rel="noopener">Navigating political differences at work: Building trust and understanding,</a>&rdquo; Aug. 17, 2023

Is your team silent or safe? Creating space for respectful dialogue

Every year, Giving Tuesday reminds us that when communities come together with intention, generosity becomes a force that creates lasting change. It&rsquo;s a global moment that invites each of us to give back in ways that reflect our values. At Sovereign, this movement reflects who we are at our core: a purpose-driven organization committed to strengthening Canadian communities, together with our trusted partners. This year, we&rsquo;re honoured to shine a light on the incredible work our broker partners have led across Canada, and the impact we&rsquo;ve been able to support through our funding programs. Their dedication, passion, and creativity serve as a reminder that small sparks of generosity can fuel long-term resilience.
<h4>Empowering partners to bring their values to life</h4>
Across the country, our broker partners are finding meaningful ways to give back, championing causes close to their hearts and building deeper connections within their communities. Whether it&rsquo;s supporting local food banks, advancing diversity and inclusion programs, or creating team-building experiences with purpose, our partners are leading with compassion and intention. We&rsquo;re proud to play a supporting role. Through funding support, we help empower brokers to invest in local initiatives that uplift people and strengthen communities. This year alone, we&rsquo;ve supported 10 charities nationwide and contributed over $50,000 to partner-led initiatives. Behind these numbers are stories of people being supported, teams coming together, and communities feeling the impact.&nbsp;
<h4>Building resilience through community connection</h4>
Being a partner in resilience means recognizing that strong communities don&rsquo;t happen by accident&mdash;they&rsquo;re built through collective action. Our broker partners understand this deeply. We&rsquo;ve seen teams organize volunteer days and mobilize help for organizations that support families, youth, and vulnerable populations. These efforts don&rsquo;t just help those who receive support. Purpose-driven activities create opportunities for colleagues to connect, reflect, and work together in ways that extend far beyond the workplace. We&rsquo;re honoured to play a part in empowering our partners to make the biggest possible impact in their local communities. Every initiative reinforces an important truth: when we lead with generosity, we help create safer, stronger, more resilient communities for everyone.
<h4>A collective commitment to giving back</h4>
Although Giving Tuesday is marked on a single day, the spirit behind it is something we celebrate all year long. Our commitment to community resilience doesn&rsquo;t begin or end with one event; it&rsquo;s woven into our purpose, our partnerships, and the work we support every day. This year, as we reflect on what we&rsquo;ve accomplished together, we&rsquo;re reminded just how powerful collaboration can be. While we&rsquo;re proud of the progress we&rsquo;ve made together, we know there is always more good to be done. Communities across Canada continue to face challenges, and we remain committed to walking alongside our partners as they take action, support their local organizations, and help build resilience where it&rsquo;s needed most.
<h4>Join us this Giving Tuesday and beyond</h4>
As we celebrate Giving Tuesday, we invite you to join us in continuing this spirit of generosity. Whether it&rsquo;s giving time, resources, or a helping hand, every act of kindness strengthens the communities we call home. We&rsquo;re grateful to our broker partners for the heart, leadership, and creativity they bring to community giving. Their work reminds us that meaningful impact simply requires people who care enough to show up. Together, we can continue to make a difference. Not just today, but every day.

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Montreal

Alex Denicourt

Senior Underwriter, Professional Liability, Technology and Cyber

Arnaud Chiorale

Underwriter, Commercial Automobile

Benny Purnama

Intermediate Underwriter, Commercial

Brandon Savoie

Associate Underwriter, Equipment Breakdown

Cynthia Lalonde-Turpin

Intermediate Underwriter, Commercial, Quebec Operations

Francois Desbiens-Dubois

Manager, Commercial Automobile, Quebec

François Létourneau

Senior Underwriter, Quebec Operations

Helen Dias

Underwriting Specialist, Professional Liability, Quebec & Atlantic Canada

Jerry Michel Alexandre

Underwriter, Automobile, Quebec Operations

Mathieu Lafleur-Lalime

Underwriter, Quebec Operations

Mathieu Villemure

Commercial Underwriting Manager, Quebec Operations

Mélanie Athénion

Underwriter, Professional Liability, Technology and Cyber

Michel Lamoureux

Underwriting Specialist, Commercial Auto Underwriting, Quebec Operations

Nancy Williams

Senior Underwriter, Commercial Automobile, Quebec Operations

Nathalie Bonin

Underwriting Specialist, Commercial Lines

Pascale Julien

Senior Underwriter, Commercial Lines, Quebec Operations

Roch Blanchette

Underwriting Specialist, Quebec Operations

Sonia Rivard

Underwriter, MGA Portfolio

Sylvie Deslandes

Underwriting Specialist, Quebec Operations