The latest DEI update from the LMA for you;
New research from the Lloyd’s Market Association (LMA) has highlighted the importance of active sponsorship, access to career-building opportunities and inclusive leadership in supporting more women into senior underwriting roles.
The survey, conducted ahead of the LMA’s second Underwriting Talent Summit, found evidence of positive action across the Lloyd’s market. Respondents reported examples of progress since the inaugural summit, including more transparent career development conversations, improved parental leave policies and the creation of stronger networks and support for working parents.
However, the findings also suggest that the barriers affecting progression are not consistently experienced or recognised across the market.
Key findings include:
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More than two-thirds (67%) of female respondents identified sponsorship from senior leaders as the most significant factor distinguishing those who successfully progress into Active Underwriter or Chief Underwriting Officer roles. This compared with 24% of male respondents.
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While 52% of male respondents said they did not believe there were significant barriers to progression within their organisations, just 22% of female respondents shared that view.
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80% of male respondents were very or extremely confident that men and women have equal opportunities to progress, compared with 60% of female respondents who were only somewhat confident.
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52% of respondents believe the skills required of future underwriting leaders will change significantly, with 33% of respondents believing some groups may have less access to the experiences needed to succeed in an AI-enabled market.
These findings come against a backdrop of growth in the female underwriting talent pipeline. According to 2026 Lloyd’s MP&P return data, the underwriting population increased from 7,659 in 2025 to 8,580 in 2026 and the proportion of women identified as ‘ready now’ for senior leadership roles rose from 15% to 25%. However, the actual proportion of female CUOs and lead underwriters decreased slightly in 2026, from 18% to 17%.
Sheila Cameron, Chief Executive Officer at the LMA, said: “The market is making progress, and the examples shared through this survey demonstrate that organisations are investing more deliberately in developing female underwriting talent.
“However, the real challenge is converting the stronger pipeline of female underwriters into more women reaching the most senior underwriting leadership positions. That will require organisations to consider how future leaders gain visibility, access sponsorship, build influential networks and experience what is required to prepare them for executive underwriting positions.
“The findings also show a gap in how men and women experience, or recognise, the barriers facing female underwriters today. That matters, because to make lasting change across our market, organisations must understand where high-potential talent are missing out on opportunities, visibility or support.
“The Underwriting Talent Summit is not about highlighting what hasn’t been done. It is about building on the market’s progress, having open and honest conversations, and ensuring that the strength of the talent pipeline is ultimately reflected in the leadership of the market.”
Matthew Bellamy, Underwriting Director at the LMA, added: “Progression into the most senior underwriting roles is shaped by more than technical ability alone. Future CUOs and Active Underwriters need access to influential networks and senior leaders who will actively advocate for them.
“The emphasis that survey respondents placed on sponsorship is therefore significant. Organisations should consider whether talented underwriters are receiving consistent access to the experiences that prepare people for leadership, while recognising that there is no single route to becoming a successful underwriting leader.
“As technology and AI reshape underwriting roles, firms will also need to consider how people gain the skills and experience required to lead in an evolving marketplace. Managing that transition carefully will be important to ensuring that technological change broadens opportunity for all.”
The findings will inform discussion at the LMA Underwriting Talent Summit 2026 on 12 November. The event will bring together CEOs, CUOs and senior underwriters to consider the practical actions that organisations can take to help talented women progress to the highest levels of underwriting leadership.
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