WFH Is A Challenge For Insurance Brands

Insurance brands have embraced working from home during the pandemic lockdowns. But sometmes dispersing staff to their homes and making them feel isolated from certain meetings, or unable to speak during Zoom calls could be used as grounds for a claim in future. It’s worth thinking about the new workplace culture in detail, especially for call centre environments that have transformed into hybrid models.

50% of those working in the insurance industry have witnessed problematic behaviour at work, and 47% have themselves experienced bullying, harassment or discrimination – according to a recent study conducted by Culture Shift.

Research by the impact software developer also found that almost a third of insurance workers would not report a case of bullying if inflicted by a senior colleague due to fear of penalisation or professional repercussions.

It went on to highlight that 41% of insurance employees have experienced a reduction in their productivity due to bad workplace experiences, more than a third have suffered mental health problems and 29% have had to take time off surrounding issues like bullying, harassment or sexual misconduct.

“The evidence has been consistently clear for a long time now; a happy and supported workforce is a productive and profitable one. But even without this consideration, we should still all be entitled to a number of basic professional assurances in the workplace – such as the right to expect colleagues to behave with respect, treat people with dignity and work and thrive in an environment of psychical and psychological safety. No one should carry the burden of someone else’s toxic behaviour when they’re just trying to earn a living.” comments Gemma McCall, CEO, Culture Shift.

You have to invest in the right equipment, data security and make sure genuine team-building is happening, even when staff are at home 90% of the time.

She continues: “Companies and organisations that treat their employees fairly, actively adopt the appropriate anti-discrimination and harassment protocols, foster a truly speak up culture and work constantly to create safe and supportive environments will thrive and flourish.”

The data also showed that insurance employees are more likely to report toxic workplace behaviour closer to the time at which it occurs:

  • 67% said they would report it if it was happening now
  • 52% said they would report it if it happened one year ago
  • 46% said they would report it if it had happened two years ago
  • 45% said they would report it if it had happened three or more years ago

“There’s still a lot of work to be done considering a third of those working in the insurance sector wouldn’t report bad behaviour even if it was happening at present.  These figures highlight the importance of investing in ways to listen to your team all year round. I wouldn’t be surprised if the standard yearly staff survey was on its way out, as we learn more about the decreased likelihood of teams speaking out about bad behaviour after the moment has passed,” continued Gemma.

On how employees working in insurance would respond to problematic behaviour, the research also revealed:

  • 31% wouldn’t address or raise concerns in annual company feedback surveys
  • A quarter of people would distance themselves from someone who was being bullied to avoid conflict themselves
  • 60% of respondents claimed they would be far more likely to report bullying if there were anonymous reporting systems in place to help them do so.

To see more insights uncovered by the research or to download the full ‘protecting your people’ report, visit

For further information, please visit

About alastair walker 7389 Articles
20 years experience as a journalist and magazine editor. I'm your contact for press releases, events, news and commercial opportunities at Insurance-Edge.Net

Be the first to comment

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.