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With a strong foundation in the Quebec market and a deep understanding of what matters most to brokers and clients, Mathieu Villemure has stepped into the role of Associate Vice President, Head of Quebec &ndash; Commercial Solutions at Sovereign Insurance. In this conversation, Mathieu shares what makes Quebec such a distinct and dynamic market, why relationships are at the heart of doing business here, and how a local, people-first approach helps create stronger outcomes for everyone involved. You&rsquo;ve recently stepped into this new role. What excites you most about this opportunity? What excites me most is what this role represents. It&rsquo;s a clear signal that Quebec is a priority market for Sovereign and an important part of how we support Canadian businesses and the communities around them. On a personal level, it&rsquo;s a chance to broaden my impact. I&rsquo;m excited to work more closely with our teams and our broker partners to shape how we show up in the market. There&rsquo;s a real opportunity to build on what&rsquo;s already strong and continue strengthening those relationships in a meaningful way. You&rsquo;ve spent your career working in Quebec. What makes this market unique? Quebec has a character of own. There&rsquo;s a unique regulatory environment, and what really stands out is the entrepreneurial spirit of the business community. At the same time, relationships play a central role in how business gets done. Trust is built from connecting consistently, understanding the local context, and being present. Brokers and clients expect insurers to not only provide technical expertise and understand the rules, but they also want partners who truly understand their realities. Why is it important for insurers to have strong local expertise and French-language capability? In Quebec, cultural and linguistic nuances are not secondary considerations; they&rsquo;re central to doing business effectively because language and culture are deeply connected to how business relationships are built. It&rsquo;s not just about translating words, it&rsquo;s about communicating in a way that feels authentic, responds to nuance, and demonstrates credibility. Having strong French-language capability allows for more meaningful and natural conversations. It helps build trust and ensures nothing gets lost in translation, especially when dealing with complex risks and important business decisions. Ultimately, it&rsquo;s about speaking brokers and clients in the language they operate in every day, and making it easy to work together. How do strong relationships with brokers help support clients and businesses across Quebec?&nbsp; Brokers play a critical role as trusted advisors to their clients. When there&rsquo;s a strong relationship between brokers and insurers, it creates a better experience for everyone &mdash; especially the client. Open, ongoing conversations help us better understand each client&rsquo;s needs and risk profile, which leads to more thoughtful, tailored solutions. Over time, those relationships create alignment and trust, which becomes especially important when navigating more complex or evolving risks. Looking ahead, what are your priorities for growing Sovereign&rsquo;s Commercial Solutions business in Quebec? It really comes down to staying focused on what matters most. We want to continue strengthening our broker partnerships by being consistent, responsive, and easy to work with. That day-to-day experience matters. We&rsquo;re also focused on sustainable growth by making thoughtful decisions about the risks and industries we support and building for the long term. Just as importantly, we&rsquo;re making sure our Sovereign team here in Quebec have the tools, trust, and autonomy they need to make strong decisions locally. At the end of the day, our goal is to be a partner that brokers and clients can rely on by being someone who understands the market, shows up consistently, and is committed to their success. <a href="~/our-team/montreal" title="" target="">Connect with our Quebec team</a> to learn how we can support your insurance needs in the local market.

Leading with Local Insight: Meet Mathieu Villemure, Associate Vice President, Head of Quebec – Commercial Solutions  

Leading with Local Insight: Meet Mathieu Villemure, Associate Vice President, Head  of Quebec – Commercial Solutions  

Purpose And Impact

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At Sovereign, we believe that <a href="~/diversityinclusionjourney" title="" target="_blank" rel="noopener">Inclusion, Diversity, Equity and Accessibility (IDEA)</a> is the foundation of who we are and how we act. It&rsquo;s why we&rsquo;re driven to collaborate with industry and community partners to amplify our collective efforts to drive positive change.
Now in our second year of partnership, we&rsquo;re proud to stand with the <a href="https://cabip.ca/" target="_blank" rel="noopener">Canadian Association of Black Insurance Professionals (CABIP)</a>. Together, we advocate for representation, inclusion and advancement of Black insurance professionals within the Canadian insurance industry. To celebrate renewing our partnership, we reached out to Richard McGee, CABIP Co-founder and Chair of the Board of Directors to share CABIP&rsquo;s perspective on why our relationship continues to matter and how we will continue to create impact together. Q. For those who may not know your work, can you share a bit about CABIP and who you support? A. The Canadian Association of Black Insurance Professionals (CABIP) was founded to advance the representation, development, and elevation of Black professionals across Canada&rsquo;s insurance industry. As a national not-for-profit, we serve individuals at every career stage &mdash; from students and early career entrants to seasoned executives &mdash; while also supporting organizations seeking meaningful pathways to embed equitable and inclusive practices to address anti-Black racism.&nbsp; Our mission is grounded in advocacy, mentorship, education, and networking. &nbsp;We strive to remove systemic barriers and create opportunities that reflect the rich diversity of our industry and the communities it serves. CABIP exists to support Black professionals while strengthening the industry by fostering workplaces where diverse perspectives are valued, empowered, and actively cultivated. Q. How has this partnership with Sovereign Insurance supported your work in advancing diversity, equity and inclusion for Black professionals in the insurance industry? A. Our partnership with Sovereign has been instrumental in expanding both the reach and impact of CABIP&rsquo;s work. Through Sovereign&rsquo;s commitment to evidence based inclusion &mdash; reinforced by its ROI of DEI study &mdash; we have been able to demonstrate the measurable value of equitable workplaces, further strengthening our advocacy efforts.&nbsp; Sovereign&rsquo;s support has enabled CABIP to scale programming, enhance mentorship networks, and provide platforms that elevate Black talent across the industry. Their willingness to engage deeply, listen intentionally, and invest in long term change reflects a shared belief that diversity, equity and inclusion is not an initiative, but together, they are an organizational imperative. Through this partnership, we continue to advance a more inclusive insurance ecosystem where Black professionals can thrive and lead confidently. Q. From your perspective, what role can partnerships like this play in creating more inclusive systems or environments? A. Partnerships like ours with Sovereign play a transformative role in reshaping industry systems and culture. When organizations commit to shared learning and collective progress, they help shift inclusion from aspiration to action. Sovereign&rsquo;s ROI of DEI research underscores that inclusion is not only morally essential but strategically advantageous &mdash; improving innovation, decision making, and organizational performance.&nbsp; By collaborating across institutions, we can challenge systemic inequities, broaden access to opportunities, and embed sustainable practices that benefit current and future generations of Black insurance professionals, and therefore propel the industry and customer experience. These partnerships serve as catalysts for industry wide accountability and create models that others can replicate. Q. Can you share an example of an initiative or outcome that captures the impact of working together with Sovereign as a partner? A. One approach that demonstrates our shared impact is the expanded professional development programming supported by Sovereign, which has strengthened CABIP&rsquo;s capacity to deliver high value learning experiences. &nbsp; Through this support, we have been able to host targeted workshops, leadership sessions, and networking forums designed to equip Black professionals with the tools and connections needed for advancement. The alignment with insights from the ROI of DEI study has further enabled us to position these initiatives as both socially necessary and organizationally beneficial.&nbsp; At the 2025 RIMS Canada Conference in Calgary, Sovereign sponsored the DEI Studio where we joined them for a discussion on the importance of diversity and inclusion in the insurance industry. This session provided a space for meaningful and critical discussion, which aligns with CABIP&rsquo;s and Sovereign&rsquo;s ongoing efforts.&nbsp;The result of these initiatives is a growing community of Black professionals who feel empowered, supported, and recognized by their industry. Q. What shared values make the relationship strong between Sovereign and CABIP? A. Continuing our partnership with Sovereign affirms a shared commitment to addressing Canada's history of systemic anti-Black racism through actions focused on equity, representation, and long term systemic change.&nbsp; What makes this collaboration so strong is our alignment in values &mdash; particularly the belief that inclusion must be intentional, measurable, and embedded in business strategy. Sovereign&rsquo;s ongoing investment and their work on the ROI of DEI demonstrate an understanding that diversity strengthens organizations, elevates performance, and creates more resilient teams.&nbsp; For CABIP, the renewal of this partnership reinforces that we are not alone in this work; we have committed allies who understand the contributions of Black Insurance Professionals, championing their advancement and amplifying their voices. CABIP is an added value resource to partners, members, and individuals who wish to be on this journey with us. Q. As you look ahead, where do you see the greatest opportunity for continued progress in inclusion and advancement of Black insurance professionals through this partnership? A. Looking ahead, the greatest opportunity lies in scaling data driven, community informed initiatives that address gaps in representation and career mobility. With insights from Sovereign&rsquo;s ROI of DEI research, we see potential to deepen organizational education, strengthen talent pipelines, and expand leadership development pathways for emerging Black professionals.&nbsp; Together, we can support more intentional hiring practices, broaden access to mentorship, and cultivate environments where Black professionals can grow into roles of increasing influence. By continuing to collaborate, we can accelerate progress and embed inclusion as a long term industry standard, not a moment in time.

Strengthening Our Community Together: Our Partnership with the Canadian Association of Black Insurance Professionals 

<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.

Mélanie Athénion

Underwriter, Professional Liability, Technology and Cyber