Bridging Borders, Elevating Voices: How We Can Accelerate Leadership
The insurance sector is no longer local. It is global. And when it comes to championing women in leadership, learning from one another across borders can create lasting change.
To mark International Women’s Month, iCAN hosted its first iCAN Pulse webinar, bringing together UK and US insurance leaders for an honest and forward-looking conversation on leadership, inclusion, and the future of diversity, equity and inclusion (DEI) in our industry.
Moderated by Echaunti Swan, and opened by iCAN Co-Founder Ajay Mistry, the event featured insights from:
Jhan Doughty, Everest
Billy Smith, AXIS Capital
Rebekah Ratliff, JAMS
Michael Yabantu, Aviva
From leadership lessons to global collaboration, here are some of the key takeaways from the discussion.
Visibility, mentorship, and self-advocacy
The journey to leadership is rarely straightforward. For many women, it involves balancing confidence, opportunity and the need to be visible.
Jhan Doughty reflected on the power of saying yes to every opportunity, no matter the size.
“No task has ever been too small. I’ve worked welcome tables and given the keynote. That range has helped me grow.”
Rebekah Ratliff spoke about the value of diverse mentorship and building relationships that stretch and support you.
“Relationships are the currency. Mentors don’t need to be internal, but they must challenge you.”
Billy Smith shared a practical reminder to make your goals known.
“Be your own marketing agent. Make sure your leaders know what you want to do next.”
The message was clear. Visibility matters. Careers grow when people advocate for themselves and are backed by sponsors who help them rise.
The confidence gap is still real in 2025
While progress is being made, many women continue to hesitate before putting themselves forward. The panel explored how this confidence gap holds back progression and what organisations can do to address it.
Rebekah Ratliff highlighted a familiar pattern.
“Men apply for roles before they’re ready. Women wait until they meet every requirement.”
Michael Yabantu discussed the role of workplace culture in closing that gap, pointing to coaching, flexible policies, and transparent development conversations.
“Our role as leaders is to actively nurture progression. Parental leave, transparent promotion conversations, and leadership development matter.”
Confidence is not just a personal issue. It is shaped by the environments and systems in which people work.
Practical policies that make a difference
Each panellist shared examples of real, practical initiatives from their organisations that are having a measurable impact.
Executive-sponsored employee resource groups
On-demand pregnancy and parental support (e.g. Maven at AXIS)
Equal parental leave policies, such as Aviva’s six-month offering
Intentional sponsorship and advocacy from senior leaders
Billy Smith added:
“We have to create environments where everyone can be empowered. If we’re not intentional, we risk losing momentum.”
These actions are not about ticking boxes. They help build workplace cultures where talent can thrive, regardless of background or identity.
UK and US perspectives on progress
Although policy and legal contexts differ across regions, the panel agreed there is shared purpose and alignment in values.
Michael Yabantu made a clear business case for inclusion.
“It’s a business imperative, not just a moral one.”
Billy Smith reflected on how DEI work is embedded differently across markets.
“In the US we live through this work daily. In the UK, the interest is high. People are asking, how do we do more?”
The conversation served as a reminder that while local challenges vary, the desire to build inclusive workplaces is universal. Global industries need global dialogue.
Inclusion needs action
As the event drew to a close, the focus turned to accountability. In a time when DEI can feel under pressure, it is more important than ever to remain vocal and proactive.
Rebekah Ratliff closed with a powerful call to action.
“If you’re silent in a time like this, we hear you. Allyship is a verb.”
Leaders were encouraged to take ownership. To open doors for others, create space for new voices, and stay intentional about how opportunities are shared.
About iCAN
The Insurance Cultural Awareness Network (iCAN) is a leading organisation committed to promoting diversity and inclusion in the insurance sector. Established in 2017, iCAN has been instrumental in spotlighting cultural awareness, fostering talent, and championing diversity within the industry.