Jacob Neville-Smith – From claims to legal: making the most of opportunities at QBE

After completing a BA/LLB in 2019, Jacob began his career in private practice, spending two years at a plaintiff law firm followed by another two and a half years at McElroys. It was there that he gained exposure to the insurance world, working closely with claims handlers – an experience that sparked curiosity about the insurance side of law.

“When I saw a role in claims at QBE advertised, I wanted to understand what it looked like from the other side of the fence,” he said.

In July 2024, he joined QBE in the Long Tail Claims (more complex) team, where he spent 14 months building their experience across complex claims. His legal background proved valuable, particularly in complex indemnity matters and understanding litigation and navigating detailed case work.

A secondment opportunity soon followed. In late 2025, Jacob moved into QBE’s legal team after sharing his career aspirations with colleagues, who recognised his interest and supported the move.

“I had always thought I’d need to go back into private practice before being able to pursue legal roles in house. But when an opportunity with QBE came up internally, and people knew I was interested in the role, I was tapped on the shoulder.”

The transition from private practice to insurance has offered a different pace and perspective.

“In a law firm, you’re focused on billable time and court work. In-house, it’s about partnering with the business and being part of the bigger picture.”

Reflecting on his journey so far, his advice to others is simple: stay open.

“There are so many pathways in insurance. Be open to trying different roles, talk to people about your areas of interest, and put your hand up for opportunities. I didn’t necessarily plan this path – it’s all come down to grabbing opportunities that come my way.”

Coco Lennon – From Front Desk to Distribution Administrator to Underwriting

Some people need no introduction and for many at QBE and YIPs, Coco Lennon is one of them.

Coco started her career journey with QBE in March 2024 as Corporate Receptionist & Administration Assistant and has embraced every opportunity that has come her way. From the outset, she brought a calm confidence and energy that quickly made her a valued part of the business.

Looking back, Coco’s decision to join QBE was instinctive.
‘When I came in for the interview, I just loved the company culture here.’ It wasn’t just the fast-paced environment or the strong female leadership that stood out – it was the sense that QBE was a place where she could build a long-term career.

And that’s exactly what she’s done.

In June 2025, Coco took her next step, moving into a Distribution Administrator role – a natural progression that reflected both her ambition and the impact she’d already made. Never one to stand still, she proactively prepared for the move, training alongside the team outside of her regular hours to build her knowledge and confidence.

That same mindset has continued to shape her journey.

Today, Coco is thriving in her role as Assistant Underwriter (a one-year secondment until April 2027), a position that builds on her strong foundation across the business. Her approach remains grounded in learning and taking every opportunity to deepen her technical skills, understand the market, and contribute meaningfully to the team.

“One of the biggest things I’ve learned is how important the connections are. Insurance really is a people business – not just within QBE, but across the wider industry as well. The relationships you build with insurers, brokers, lawyers and so many others genuinely matter, and I’ve been surprised by how willing people are to help, share their knowledge and support you to succeed. It’s an industry that’s constantly evolving, it’s far more interesting than people often expect, and I’m really excited to keep learning, discovering new parts of the business and seeing how it continues to change,” says Coco.

Coco’s journey is a great example of what’s possible at QBE – backing yourself, being curious, and making the most of the opportunities around you.

As a people-first business, we are passionate about creating opportunities that help our emerging professionals build confidence, develop relationships and grow long-term careers within the industry.

While technical knowledge is important, we believe some of the most valuable early career skills are communication, relationship building and the willingness to step outside your comfort zone. Insurance is ultimately a people business, and providing young professionals with meaningful experiences early in their careers can have a lasting impact.

We actively encourage our people to immerse themselves in the broader industry through seminars, networking events and professional development opportunities run by organisations including Young Insurance Professionals and NIBA.

We also place a strong focus on experiences that support both personal and professional growth. While our UK Tour program, including visits to Lloyd’s of London, insurer and broker partners, networking opportunities and cultural experiences – will not be proceeding this year due to the current global climate, creating these opportunities for our team remains incredibly important to us. We are committed to continuing to provide access to charitable, networking and educational experiences that allow our young people to grow both personally and professionally.

This year, we are also proud to support young staff through participation in the Melbourne Football Club’s Alice Springs Community Impact Program alongside the Jim Stynes Foundation, providing an opportunity for cultural immersion, community engagement and personal growth with Indigenous and First Nations peoples.

We are also proud to have staff participate in opportunities such as the Reach Foundation’s Thousand Faces Camp, a program connected to a charity we proudly support year after year. The camp is designed to create perspective, inspire young people and challenge them in ways that encourage personal growth, resilience and self-development. Experiences like these are incredibly valuable in helping our young people build confidence, broaden their outlook and develop skills that extend well beyond the workplace.

A reflection of this commitment can be seen through the achievements of our own people, including Taylor Burstow recently being recognised with the Young Achiever of the Year award at the Insurance Business Awards Australia 2026. Recognition like this encapsulates the incredible talent, innovation and leadership emerging throughout our team, and reinforces the importance of continuing to invest in the next generation of industry professionals.

Giving back to the community is also a major part of our culture at McLardy McShane. Supporting charities and community initiatives is something we place a high importance on, with the business having raised more than $4 million for charitable causes over the years. We strongly encourage our people to contribute not only financially, but through volunteering their time and actively engaging with the communities and organisations we support.

By continuing to invest in our young people both professionally and personally, we hope to help shape the next generation of insurance professionals and leaders while ensuring the future of our industry remains strong, connected and people-focused.

Technical knowledge matters, but the people who build momentum early are not always the ones who know the most from day one. They are usually the ones who stay curious, ask good questions, build trust and develop strong habits.

At Insurance Advisernet (IA), we see this across our network every day. The advisers and teams who perform well are not just technically capable, they are proactive, client-focused and willing to keep learning as the industry changes.

Learn the fundamentals

There is no shortcut around the basics. Understanding policy wording, risk information, underwriting requirements, claims processes and compliance obligations gives you the foundation to make better decisions later.

Early in your career, it helps to ask why something matters, not just what needs to be done. Why does an insurer need that information? Why does an exclusion apply? Why does documentation matter? That curiosity helps build judgement, which is one of the most valuable skills in insurance.

Ask better questions

Asking questions is one of the fastest ways to learn. It also shows that you are engaged and thinking beyond the task in front of you.

Useful questions might include: What should I be looking out for? What would make this risk harder to place? What would the client care most about? What could go wrong if we missed this?

Those questions help build commercial awareness, not just technical knowledge.

Communicate clearly

Insurance can be complex, but clients do not need complexity for the sake of it. They need clarity.

Being able to explain something simply is a major skill, whether you are speaking to a client, an underwriter, a claims team or a colleague. Strong communication is not about using the most technical language. It is about being clear, accurate and useful.

At IA, we often talk about the importance of active advice, staying in front of clients, helping them understand emerging risks and making sure advice is ongoing, not just something that happens at renewal.

Stay close to the client

Even if you are not managing client relationships yet, it is important to understand the client’s perspective.

Insurance is not just a transaction. For many businesses, it is part of how they protect what they have built. The best insurance professionals are curious about the client’s business, how it operates, what has changed and what risks could hurt it most.

That mindset leads to better advice and stronger relationships.

Treat claims as a learning opportunity

Claims are one of the best ways to understand insurance in practice. They show how policy wording, risk information, documentation and advice all come together.

They also reinforce the importance of empathy. When a client is making a claim, they may be under pressure. Clear communication, responsiveness and care matter just as much as technical skill.

Use technology wisely

Technology is becoming a bigger part of insurance, from data and automation to AI. Early career professionals should be open to these tools, but should not rely on them blindly.

At IA, our view is that technology should help advisers spend more time with clients, not less. The real skill is knowing how to check the output, question it and apply judgement. Technology can create efficiencies, but human judgement remains critical.

Build good habits early

Good habits make a big difference, especially under pressure. Keeping clear notes, following up when you say you will, documenting decisions, checking details and escalating issues early all build trust.

These habits may sound basic, but they are often what separate reliable professionals from the rest.

Invest in relationships

Insurance is a relationship industry. Relationships with clients, underwriters, claims teams, colleagues, mentors and peers all matter.

For young professionals, organisations like Young Insurance Professionals are a great way to build those connections early. Networking does not need to be forced. It can simply mean showing up, asking questions and staying interested.

Final thought

A strong career in insurance is built on more than technical knowledge. Curiosity, judgement, communication, relationships and adaptability all matter.

For those early in their careers, the opportunity is to build those skills now. Learn the fundamentals, ask good questions, stay close to the client and use technology wisely. Those habits will continue to matter, no matter how much the industry changes.

While strong foundational skills are important, we place equal emphasis on the attributes that support success, including:

• clear and concise communication, paired with a positive and professional attitude
• strong research and analytical capabilities
• a willingness to actively seek, take on, and implement constructive feedback
• a strong work ethic and commitment to continuous improvement
• well-developed organisational skills.

Mentorship and career pathways

We take pride in our structured mentoring program, whereby all staff are paired with a mentor when they commence. Through this program, mentees are offered guidance in developing practical skills and an understanding of life at BN.

There are multiple career pathways for insurance lawyers at BN. Our clerkship program is a great stepping stone to ongoing roles, including law clerk and graduate positions, and provides the opportunity to experience BN, our insurance practice, and our culture. We also have a structured graduate program to aid career progression through dedicated mentorship, continuous professional development, and a supportive and flexible environment. We also offer internships via CareerTrackers, which provides internship opportunities for First Nations university students. You can explore all current opportunities, our workplace culture, and the benefits of joining our team on our website. We also share job openings via LinkedIn.

We are dedicated to continuous learning so that our people can reach their maximum potential. Our development opportunities include a structured CLE program, as well as study assistance to our staff in the form of financial assistance and study leave.  

‘During the BN graduate program, I received incredible mentorship, guidance, and training. I had the opportunity to work alongside accomplished lawyers across a wide range of complex matters which provided a great start to my legal career. I was continually supported through the year with ongoing training and learning opportunities, alongside genuine wellbeing support. I feel lucky to have started my career in such a supportive environment.’
– Lexi Blackburn, 2025 Graduate

Leadership Insights for the Next Generation of Leaders

At BN, we are grounded in our core values which underpin how we view leadership. Effective leaders are those who are transparent, respectful, and consistent across all interactions, building trust and enduring relationships. They prioritise collaboration over internal competition, building teams defined by accountability and shared success. As expectations evolve, the next generation must engage meaningfully with technology while delivering a positive social impact – supported by strong professional judgement, ethics, and a commitment to ongoing learning and professional development.

Career Path Stories

‘I commenced at BN in my penultimate year of university as a Vacation Clerk in November 2023, undertaking a clerkship in a variety of insurance practice areas. I was fortunate to be offered the position of Law Clerk following my successful completion of that clerkship, which allowed me to gain significant and insightful experience while completing the remainder of my university studies. BN was incredibly flexible during this period especially towards the end of my degree and whilst I was undertaking my Practical Legal Training. I then completed my Practical Legal Training whilst working up until my admission as a solicitor in August of 2025. Since my admission, I have been exposed to several different practice areas within insurance law, as well as being afforded numerous opportunities to challenge myself and accelerate my career, let alone working alongside the best practitioners in the field. I am also privileged to take part in BN’s pro bono program to allow myself to give back to the wider legal community.’
– William Heddle, Solicitor, Hobart

‘I undertook a vacation clerkship at BN at the start of my final year of university in 2023. In 2024, I commenced the graduate program in the Brisbane office, completing rotations in family law and general liability insurance, as well as undertaking a pro bono secondment with RAILS. Having grown up in Brisbane, I decided to relocate to Sydney to experience something new, and BN was highly supportive in facilitating this transition by securing me a role within a general liability team in the Sydney office. I moved to Sydney at the start of 2025 and have thoroughly enjoyed the experience to date. In my current role, I work across a range of personal injury, property damage and professional negligence matters spanning the NSW, ACT, and NT jurisdictions, including involvement in a significant matter which provided me with the opportunity to travel to Canberra to instruct counsel.’ 
– Phoebe Evans, Solicitor, Sydney

‘I commenced at BN in my final year of university as a Law Clerk in September 2023, working across the personal injury and institutional liability sub-teams in the broader liability practice. In January 2024, I commenced the graduate program at BN and ultimately settled in the financial lines team. During the graduate program, I also completed my Practical Legal Training and was admitted to the Supreme Court of Victoria in November 2024. Since my admission, I have gained exposure to a broad range of practice areas within insurance law, with a particular focus on professional indemnity, statutory liability, employment practices liability, as well as experience with health professionals on regulatory and disciplinary matters. Through working across the areas, I have developed experience in managing complex legal issues, which has strengthened my analytical and advocacy skills, while also enabling me to develop a well-rounded understanding of insurance litigation and dispute resolution practice.’
– Natalia Rettich, Solicitor, Melbourne

Emergence Cyber SyncUp Expands Across Australia – and Heads to New Zealand in 2026

The cyber-crime landscape is rapidly and continuously evolving. Many businesses and brokers find themselves on the back foot when it comes to understanding what cyber threats mean for a business and how best to respond.

To help bridge that gap, Emergence launched Cyber SyncUp in May 2024 – a CPD-accredited, free-to-attend educational event designed to equip brokers with practical knowledge and confidence to guide clients through the evolving cyber risk landscape.

In 2025, Cyber SyncUp expanded into three locations across Australia, bringing together experts in digital forensics, privacy, legal, and crisis communication. The event explores cyber and privacy trends, emerging threats, and insurance-relevant insights that help brokers better communicate the value of cyber insurance to their clients.

And the journey continues – in 2026, Cyber SyncUp will cross the Tasman, bringing the event to brokers in New Zealand.

Beyond Cyber SyncUp, Emergence remains committed to broker education year-round. Our cyber sessions provide practical insights into cyber threats through real-life claims, demonstrating how cyber insurance protects businesses when incidents occur.

If you would like to host a cyber session at your brokerage, reach out to Emergence to connect with one of our Business Development Underwriters (BDUs).

Donna Niblock | LinkedIn

• What’s been a highlight or achievement for your team this year?

Our team’s commitment to delivering market-leading products and claims services has driven our success this year. We are proud of what we have accomplished, achieved through a collective effort across the entire organisation.

Liberty was also awarded NIBA Specialty Insurer of the Year for the 5^th consecutive year. The award is based on a comprehensive market survey completed by more than 1,000 brokers across Australia, who answered a range of questions about their overall experience interacting with Liberty, across multiple product and service quality criteria. We are grateful for the continued trust of the broker community and remain committed to delivering the high standards that earned this continued recognition.

• Any new projects, milestones, or community initiatives?

At Liberty, we encourage community engagement by inviting employees to participate in volunteering events and initiatives that align with Liberty’s mission to help others live safer, more secure lives.

Each year, and across the globe, we all participate in our “Serve with Liberty” initiative, a slice of time we dedicate to volunteering to help our charity partners. It could be anything from weeding in the Royal Botanic Gardens to wrapping artwork, and this community involvement enables us to connect with the people and services around us.

Liberty partners with several charitable originations as part of our ongoing commitment to supporting inclusive communities. One that means a lot to us in Australia is StudioA, who empower and support artists with disabilities to create beautiful artwork and help them to showcase their work. Through this longstanding relationship, Liberty are proud to display their artwork in our offices and promote it in our merchandise. We also hold a yearly art award voted on by our staff, culminating in the award of prizes to the talented Studio A artists who take part.

• How has your organisation supported young professionals or the industry this year?

We are passionate about developing young professionals and growing our industry. We do this in various ways. For example, we provide and facilitate CPD accredited presentations to brokers throughout the year including at our large Market Day events in Sydney and in Queensland where our local teams share practical perspectives with brokers on emerging trends and risks.

We look for opportunities to talk to industry through industry supported events and our broker partners.

We are active in producing thought leadership content for the market that is relevant and engaging.

We support our people to get involved — speaking on panels, joining seminars and education sessions, and publishing thought leadership content.

Finally, I’d just like to say that we’re proud to continue our support of industry bodies like YIPs that are dedicated to the next generation of insurance professionals.

• What’s one thing you’re looking forward to in 2026?

There are a lot of things to look forward to: we have some great new products that we are about to launch – stay tuned as we do! We also have updated wordings to share with the market and I’m excited about that as well.

Now that we have won NIBA’s Specialty Insurer of the 5^th consecutive year, we’re conscious about maintaining and enhancing the standards that have been acknowledged by NIBA so we’d like to be similarly recognised next year too! It is an award we are very proud of.

We relish the opportunity for our young professionals to continue to grow as we move ahead into 2026 and beyond, and we are excited to develop talented individuals who are

passionate about maintaining the exceptional level of service Liberty always strives to deliver to our broker partners and their customers.

Here’s to 2026, I can’t wait to see how it unfolds…

What’s been a highlight or achievement for your team this year?

This year, Marsh launched a new Colleague Recognition & Rewards programme to help celebrate colleague contributions and nurture a more connected culture. This initiative was spearheaded by a Colleague Engagement Taskforce, whose goal was to create a culture of ongoing recognition.

Monthly nominations are aligned with Marsh’s Purpose and Commitments, which encourages behaviours that reflect who we are and what we stand for. Leaders play an important role by personally acknowledging nominees and keeping managers in the loop, ensuring everyone’s efforts are seen and valued. Quarterly winners are celebrated with rewards and shout-outs during business updates, while all nominations are shared company-wide.

This new approach directly supports our Colleague Value Proposition, You Can Be Your Best Here, by making recognition a part of our everyday culture and ensuring everyone feels valued, motivated, and inspired to bring their best selves to work. 

Any new projects, milestones, or community initiatives?

Marsh is committed to strengthening its Te Ao Māori competency through Tupuhau, our strategy that weaves te reo Māori, tikanga, and mātauranga into our everyday work.

This year, Marsh’s Māori Colleague Resource Group, Te Hōkioi, furthered this strategy through initiatives such as piloting a Te Ao Māori for Professionals language course for 35 Marsh participants, educational webinars on Te Tiriti o Waitangi, celebrations of significant Māori events, and the development of an internal knowledge base to support ongoing learning.

These efforts advance Tupuhau’s vision of authenticity and inclusivity, as well as building a workplace where cultural excellence, diversity, and belonging thrive.

How has your organisation supported young professionals or the industry this year?

In a year of economic uncertainty, Marsh placed a strong emphasis on supporting the growth and development of our young professionals by investing in targeted training and development initiatives designed to build skills, confidence, and industry knowledge.

Our approach included interactive training sessions covering commercial acumen, client management, and proactive behaviours. We also introduced tools to activate support networks and help our colleagues better understand and manage client relationships throughout the customer journey. These efforts were supported by mentorship opportunities, creating a supportive environment for learning and growth.

Despite the challenges posed by a soft market, our young professionals have shown great resilience and commitment. This dedication is reflected in the more than 30 internal promotions awarded this year. By investing in colleague development, Marsh is building a pipeline of confident, capable leaders for the future of the industry.

• What’s been a highlight or achievement for your team this year?

It’s been an exciting year for Barry Nilsson. We were proud to be named Insurance Team of the Year at the 2025 Australian Law Awards – a fantastic recognition of our Insurance & Health Law team’s expertise and commitment to achieving great results for our clients. We were also thrilled to be recognised by ANZIIF as finalist for Professional Services Firm of the Year for the 5^th year running. Adding to these achievements, we earned the title of ‘Employer of Choice’ for the 7^th year running – a testament to our ongoing commitment to creating a flexible, inclusive, and supportive workplace for our people.

We’re equally proud of the difference we’ve made in our communities through BN’s Impact Project. This year, we provided over 8,700 hours of pro bono legal services worth $2.6 million and donated nearly $90,000 within our communities, helping to support vital causes and make a meaningful difference.

• Any new projects, milestones, or community initiatives?

This year marked the first full year of our Community Program and Volunteer Leave Policy in operation. This initiative offers diverse ways for our people to get involved – from volunteering with local charities and donating goods to participating in charitable events. Our staff were able to nominate causes that matter to them and take one day of volunteer leave annually.

Across 50 volunteer days in 2025, our people ran, walked, swam and drove 4,719 km for charity, prepared 2,551 meals, assembled 144 care packages, packed 360 kg of pet food, and cleaned 210 cat cages!

• How has your organisation supported young professionals or the industry this year?

We’re proud to have developed the annual YIPs Barry Nilsson Next Gen Insurance Leader Award in collaboration with YIPs. The award recognises business and leadership potential while supporting the development of young insurance professionals across Australia and New Zealand. Participants submit a 2,000-word essay exploring real-world industry challenges, offering a chance to showcase creative thinking and industry knowledge. The winner receives a $5,000 prize, a trophy, and a seat on the judging panel for the following year. Submissions for 2025 have closed, but you can view the topics, submission guidelines and past winning essays here.

We provide further support to the industry by sponsoring major conferences, including the APIG National Conference and AILA National Conference, and various local events. We’re also proud to be business services members of the Underwriting Agencies Council and an AILA member partner.

To keep young professionals informed and engaged, we regularly publish legal insights and host educational webinars on key decisions, emerging trends, and topical issues in insurance and health law. These resources are available by subscribing to our updates here and following us on LinkedIn.

• What’s one thing you’re looking forward to in 2026?

We’re excited to step into 2026 with the addition of six new principals and their teams to our Insurance & Health practice across Sydney, Perth and Brisbane. These highly respected practitioners and their established practices will further strengthen our capacity to service existing clients nationally, while also broadening BN’s practice specialties. This development is a key part of our continued focus on growth as we shape the firm’s 2026–2028 strategic plan, ensuring we’re well positioned to meet evolving client needs and industry challenges.

Innovation at the Core

QBE’s vision has always been anchored in continuous innovation. With nearly 125 years of experience, we remain focused on building a more resilient future for generations to come. In a world of rapid technological and environmental change, innovation is not optional – it’s essential.

This quarter, that commitment was reflected in the launch of two market-leading products designed to help businesses navigate some of today’s most pressing risks:

• QCyberProtect – Introduced in October, this new cyber insurance solution gives Kiwi businesses the confidence to thrive in a digital world. Tailored for SMEs, mid-market, and corporate customers, QCyberProtect addresses the evolving cyber threats that challenge businesses every day.
• Rebuild Resilient – An optional extension to property policies, designed to empower businesses to rebuild stronger and smarter after environmental disasters. This product reflects QBE’s dedication to resilience in the face of climate-related challenges.

These launches, alongside QBE’s bold new brand campaign running through to May, reinforce our position as a forward-thinking insurer with innovation at the heart of everything we do.

Supporting Industry and Future Talent

Beyond product innovation, QBE has continued to invest in the future of the insurance industry. As a platinum sponsor of Young Insurance Professionals (YIPs), we’ve helped create opportunities for learning and networking, supporting the next generation of talent.

In August, we hosted Beyond the Grind, a sold-out wellness event exploring mental health in high-performance environments across finance, insurance, and law. The event brought together 54 YIPs members for an engaging panel discussion and an interactive wellbeing session led by renowned coach Gen Illolahia – equipping attendees with practical tools to manage stress and burnout.

Looking Ahead to 2026

As we move into 2026, QBE is excited for what’s ahead: more innovation, greater brand visibility, and an unwavering commitment to delivering value for our customers and communities

Our EOFY Networking Night kicked off the year with a completely packed room despite Canberra’s winter chill. We saw exceptional engagement from young professionals across the region, bringing together brokers, underwriters, claims specialists and service providers for an evening of learning, connection and celebration. With strong support from our sponsors and a refreshed ACT Committee, the event set the tone for a year focused on community, collaboration and professional growth.

Another major highlight was the first inaugural Leaders in Bloom event – an exclusive, invite-only afternoon recognising the ACT’s top emerging insurance professionals. Nominated by senior leaders across the industry, attendees were celebrated for their contribution, leadership and the quiet excellence they bring to their teams and clients. Held behind the gates of Floriade, this event created a genuinely special atmosphere and quickly became one of the most meaningful moments of our year.

As we look ahead to 2026, the ACT Committee is excited to continue building purposeful events that connect, recognise and inspire the next generation of insurance leaders.

‘OVERALL, THE 2025 CONFERENCE WAS ANOTHER RECORD-BREAKING EVENT, ATTRACTING  504 REGISTRATIONS AND 464 ATTENDEES’

It was our great pleasure deliver the 2025 Northern Territory Insurance Conference, held from 8–10 October at the Darwin Convention Centre.

Each year, the conference program is designed to address the industry’s most pressing challenges and innovations — ensuring the content remains both relevant and forward-thinking.

Our 2025 theme, ‘Transparency and Trust’, focused on two fundamental pillars of the insurance profession — values that underpin strong client relationships, ethical practice, and long-term business success.

In a sector often defined by complexity and technical language, customers look to us for clarity, honesty, and openness. A lack of transparency can erode trust, damage reputations, and limit progress. This year’s conference sought to confront those challenges directly — empowering our industry to lead with integrity, openness, and accountability.

As usual, the conference content was split into two educational streams covering Personal Injury Management and General Insurance. The conference program was of an exceptional standard, featuring 35 globally and nationally recognised presenters at the forefront of their industries who delivered 23 sessions to delegates.

There was an increase in session attendance, with 124 people in the most popular session and an average of 74 people attending each session.

To conclude the education sessions, former Comic of the Year turned change expert, Marty Wilson added insight, energy, and sharp humour to the big issues—making him the perfect voice to wrap up this year’s theme: Transparency and Trust.

At Marsh New Zealand, supporting the wellbeing of our colleagues is a top priority, reflected in a wide range of policies, programs, and resources designed to meet diverse needs. From mental health tools to inclusive leadership training, our initiatives aim to foster a safe, supportive, and empowering workplace.

We offer various learning opportunities, including courses on respect, unconscious bias, and inclusive leadership, helping to build a culture of understanding and equity. All colleagues have access to health care management resources, mental health support tools, and confidential counselling services through our third-party Employee Assistance Provider (EAP).

A highlight of our wellbeing calendar is the annual, month-long Wellbeing Festival, which features interactive sessions covering a broad spectrum of topics – from physical and mental health to financial wellbeing. These sessions help colleagues better understand and utilise the benefits and rewards available at Marsh.

In 2023, we introduced Mental Health First Responders training, enabling New Zealand colleagues to join the Marsh McLennan Pacific Peer Support Network. These trained responders provide empathetic, peer-to-peer support during challenging times, strengthening our internal wellbeing ecosystem.

To further enhance support, Marsh is piloting a wellbeing leave policy, offering colleagues dedicated time to focus on their personal wellbeing. Additionally, our extended and flexible parental leave policy provides greater options and support for parents and caregivers, reflecting our commitment to work-life balance and family wellbeing.

What wellbeing initiatives are in place at your organisation?

At Liberty, our Mental Health First Aid Network has become the cornerstone of our strategy, evolving into a genuine peer support network where certified first aiders act as trusted listeners and guides throughout the organisation. These aren’t just trained professionals, they’re colleagues who understand the unique pressures of our industry and can offer both practical support and genuine empathy.

We complement this by partnering with our Employee Assistance Provider (EAP) to run monthly wellness webinars that tackle everything from stress management to financial wellbeing, recognising that wellness isn’t just about mental health, it’s about feeling equipped to handle the complexities of life. Our EAP also provides confidential counselling services, while our Women’s Mentoring Program creates meaningful connections between emerging and established female leaders across the business.

We’ve also established Employee Resource Groups that celebrate the full spectrum of human experience. Whether someone is navigating neurodiversity, juggling parenting responsibilities, caring for ageing family members, or exploring cultural identity, there’s a community ready to offer their understanding and support.

How are leaders modelling balance and promoting mental health awareness?

Leadership at Liberty means leading with empathy first. Our leaders don’t just talk about work-life balance, they demonstrate it by respecting boundaries, encouraging time off, and sharing their own wellness journeys. There’s something powerful about a senior leader admitting they’ve struggled with stress or sought support through our EAP. It transforms the conversation from corporate policy to human connection.

We’ve invested heavily in mental health awareness training for all employees, particularly managers, because we recognise that a leader’s response to stress or struggle can make or break someone’s willingness to seek help. Our leaders participate in these programs alongside their teams, creating shared language and understanding around mental health.

What’s working well in building a supportive and resilient culture?

At Liberty, we’ve cultivated a culture where people feel genuinely heard and empowered to share ideas, make mistakes, and learn from them. This psychological safety doesn’t happen overnight – it’s built through consistent actions and responses that show people their wellbeing matters more than perfection.

Our flexible work policies have become more than just arrangements; they’re expressions of trust. When leaders actively encourage breaks, respect personal time, and adapt to individual needs; it creates a ripple effect throughout the organisation.

Connection is at the heart of our resilience. Strong interpersonal relationships across teams and levels mean that when challenges arise(whether they’re market pressures, personal struggles, or seasonal demands) people will have genuine support networks to draw on. 

Our approach to challenges has shifted too. Instead of viewing setbacks as failures, leaders actively frame them as growth opportunities. This mindset, combined with access to mental health resources, coaching, and peer support, creates an environment where people can bounce back stronger.

Have there been any recent initiatives responding to market changes or seasonal demands?

The past two years have been transformative for Liberty’s Mental Health First Aid network. What’s remarkable isn’t just the growth in numbers, rather it’s the organic enthusiasm driving that expansion. Employees are actively seeking accreditation, not because it’s mandated, but because they want to better support their colleagues. These first aiders have become wellbeing champions, naturally raising awareness and encouraging participation in ways that feel authentic rather than prescribed.

We’ve also recognised that understanding available support is just as important as providing it. That’s why we’ve increased the frequency of our EAP awareness sessions, ensuring everyone knows not just that support exists, but how to access it and what services are available. There’s no point having world-class resources if people don’t feel comfortable using them.

The insurance industry faces unique stressors like market volatility, regulatory changes, and the emotional weight of helping people through their worst moments. We’ve responded by expanding our wellness programming to address these specific challenges while creating more opportunities for connection as hybrid work becomes our new normal. 

At Ando, our purpose is to positively impact the wellbeing of New Zealanders. To us, wellbeing  means three things: people wellbeing (Whanaungatanga), community wellbeing (Manaakitanga) and environmental wellbeing (Kaitiakitanaga). We aim to incorporate these in everything we do on a day-to-day basis. In August and September, we have a couple of exciting events that put a spotlight on environmental and people wellbeing.

Women’s Health Week

In August, Ando will join with the rest of New Zealand to celebrate the second annual NZ Women’s Health Week. Throughout the week, we will be doing a couple of challenges: Move with Intention and Her-Story Sharing – which will see people get moving outside and sharing about important women in their lives. We will also be holding talking cafes around the country to give women at Ando a chance to connect over a coffee. Throughout the week, resources will be shared to raise awareness about different women’s health issues, as well as an offer to fund any overdue smear tests.

Fast Fashion Month

In September, we are hosting our annual ‘Say No to Fast Fashion Month’. The event will invite people to donate their unwanted clothes for a company wide clothes swap. Before people collect the clothes, everyone will have the opportunity to submit a photo dressed in the donated clothes, which will go in the draw for a prize based on different categories. Any clothes that are left over will be donated to charities such as Dress for Success and Foster Hope. Alongside the clothes swap, we will be hosting a screening of Buy Now! The Shopping Conspiracy.

In October and November, we will host our annual celebrations of Mental Health Awareness Week and Movember – which will be led by our team of wellbeing champions.

We are excited for these opportunities to put wellbeing into practice at Ando and to brighten up the winter months.

What wellbeing initiatives are in place at your organisation?

Our Health & Wellbeing program provides our staff with a range of initiatives and information to improve their overall mental, physical, nutritional and financial wellbeing. Our current wellbeing initiatives include: 

• free subscriptions to the Calm meditation app
• a quarterly BN Well newsletter 
• on-site flu vaccinations and skin checks
• on-site and online Medibank corporate one-on-one consultations
• relaxation and meditation classes
• ergonomics training
• twice yearly in-office massages
• access for both staff and their families to our EAP (provided by Centre for Corporate Health)
• health and wellbeing magazine subscriptions
• discount platform with discount vouchers for major retailers
• seminars on a wide range of health and wellbeing topics (including mental, physical, nutritional and financial wellbeing)
• firm wide fitness challenges and firm sporting teams

In addition, we offer the following benefits aimed at improving overall wellbeing:  

• a yearly health and wellbeing leave day 
• a yearly health and wellbeing allowance
• a yearly volunteer leave day which allows staff to positively and meaningfully contribute to the community and causes that are important to them
• structured vicarious trauma support for those working on sensitive matters and vicarious trauma training for all staff
• 9.5-day working fortnight for all full-time team members
• flexible work environment including a range of flexible working options, including part-time, job share and varied hours
• remote working opportunities
• option to purchase up to two additional weeks of leave each year

How are leaders modelling balance or promoting mental health awareness?

At BN, our leaders play a pivotal role in fostering a culture that prioritises mental health and balance. Our leaders actively model this by personally utilising the various benefits, including taking Health & Wellbeing leave days, purchasing additional leave, working flexible hours and working remotely. They also promote this mindset within their teams, encouraging staff to take leave and ensuring regular breaks are part of the rhythm of work. Leaders are proactive in monitoring workloads, regularly reviewing daily billable hours for lawyers, and checking in with team members who may be working excessive hours.

This helps prevent burnout and ensures that support is offered early. Importantly, all leaders have undertaken training on psychosocial hazards and how to create a psychologically safe workplace. This equips them to contribute meaningfully to a culture where staff feel safe, supported, and empowered to speak openly about mental health. Open dialogue is a cornerstone of this approach. Leaders foster environments where mental health conversations are normalised, stigma is broken, and early intervention is encouraged. This year, for RUOK? Day, some of our leaders will be sharing their own experiences with mental health, further reinforcing the message that vulnerability and authenticity are valued. 

What’s working well in building a supportive or resilient culture?

One of our key initiatives is our vicarious trauma program designed to support staff dealing with matters involving sensitive content. The program includes regular individual P&C check-in calls, dedicated training for all employees, allocated mentors, roundtable discussions and leadership training facilitated by qualified psychologists. The psychologists that we partner with for this program specialise in consulting to the legal industry and have continued to provide us with feedback recognising our program as market-leading.

Have there been any recent initiatives in light of market changes or seasonal demands?

We have increased our focus on leadership development to ensure that our leaders are equipped to identify and respond to concerns regarding the health and wellbeing of their team members.

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How does your organisation nurture early-career talent?

At Liberty, we take a long-term view in our approach to developing talent, understanding that our future success hinges on nurturing the next generation of leaders. Our commitment to building genuine relationships—both within our teams and with our clients—is foundational to our philosophy. We want all our employees to feel valued and empowered to make a meaningful impact.

What initiatives or programs are in place to support professional growth?

We provide a comprehensive onboarding program that immerses new employees in our culture, values, and operational processes. This includes a cultural induction day focused on our history, business units, and integrated approach, as well as pairing new joiners with a buddy for guidance. We prioritise employee wellbeing and inclusivity through wellness initiatives, health webinars, community groups, and perks like office massages and generous parental leave policies. Our commitment to professional development includes extensive training, mentorship opportunities, and support for career advancement.

We encourage community engagement by inviting employees to participate in volunteering events and initiatives that align with Liberty’s mission to help others live safer, more secure lives. Regular feedback and recognition are key components of our culture; our Shine program celebrates everyday achievements while fostering collaboration through inclusion and wellness groups. Together, these efforts create a supportive workplace where employees can thrive and contribute to our collective success.

What advice do you give to your younger team members entering the industry?

To our younger team members entering the insurance industry, our advice is simple: build your network. Insurance is fundamentally a relationship business, and forming connections, internally and externally, is vital for your future success. Stay curious, embrace new technologies, and take control of your personal development.

Why is supporting young professionals important to your business?

We believe that supporting young professionals is essential for building our future workforce and leadership. Fresh ideas and perspectives from emerging talent are critical to our ongoing success and innovation.

We are excited about the potential of our young professionals and are committed to providing the resources and support needed to thrive in this industry.

Marsh recognises that networks are a critical foundation for a successful and enjoyable career in the insurance industry. We provide support to young professionals both within Marsh, and across the broader industry, to build and strengthen those networks early.

At Marsh, we understand that building networks is essential for a rewarding and successful career in the insurance industry. That’s why we support young professionals, both within our company and throughout the wider industry, helping them to create and enhance those important connections from the start of their career.

Within Marsh we offer the following initiatives:

• New Joiners: The Marsh Launchpad Program supports young talent in their first 12 months of employment. The program provides opportunities to build networks across the Pacific region and broadens their understanding of the many facets of Marsh and the career opportunities available in the organisation.

• Early Career: The Rising Professionals Network connects young professionals across the Marsh McLennan organisation, by providing a connection hub, hosted events, and an annual mentoring program where colleagues can be partnered with a senior mentor across the enterprise.

New joiners and our wider early career group can enjoy a fantastic range of global development activities and opportunities to connect with peers from different regions.

Within the industry we support:

• Through sponsorship of YIP’s in Australia and New Zealand, we enable young professionals to connect and build their networks.

• Through sponsorship of the ANZIIF Rising Stars events across Australia and New Zealand, to support the professional development of young talent.

How and why Flynn is a rising star

Flynn is regarded as a rising star for both his strong performance in complex insurance litigation and his active involvement in firm and community initiatives, including the LGBTIQ+ & Allies Network, Pride in Law, and Refugee and Immigration Legal Service (RAILS). A finalist in the Insurance category at the 2025 Lawyers Weekly 30 Under 30 Awards, Flynn has delivered exceptional results for insurer clients in high stakes matters across a broad range of issues. His dedication extends beyond his legal practice, playing a key role in D&I initiatives, pro bono work, and legal education, demonstrating a well-rounded commitment to both the legal profession and the broader insurance industry.

How has BN supported Flynn in his journey

At BN, we’ve supported Flynn’s growth by providing access to complex and challenging matters, close mentorship from senior lawyers, and opportunities to collaborate across practice groups. He has also benefited from our learning and development initiatives, which include structured pro bono opportunities, such as his secondment with RAILS, where he provided legal assistance to asylum seekers on a weekly basis. Flynn’s involvement in internal initiatives, including our LGBTIQ+ & Allies Network and legal education resources like the Current Awareness Alert, has been actively encouraged and resourced. We’re proud to foster an environment where emerging talent like Flynn can thrive professionally while also contributing meaningfully to the community

“I am extremely grateful to be able to work in such a supportive environment at BN, where I am able to learn and develop my skills in the critical early years of my career.“

– Flynn Harch

Insurance Advisernet is passionate about supporting young professionals as they build their careers in the insurance industry. We believe the future of our profession depends on developing confident, capable people who are empowered to grow, learn and lead.

 Young professionals can join IA as employees of existing Authorised Representative practices or, where they have sufficient experience and resources, they can start their own business.  Either way, we offer support and mentoring through a variety of mechanisms.

Everyone within our network has access to our exclusive myLEARNING platform, offering CPD-accredited training across a wide range of topics including technical insurance knowledge, leadership skills and business development.

 For those ready to take the next step, our Accelerator Program builds leadership capability, culminating in a strategic business presentation to our Board.  We also partner with LMI College to help our people achieve formal qualifications, providing a clear pathway to further their professional standing.

 Our national Professional Development Days, regular webinars and networking events give young professionals the opportunity to build connections across our network, learn from industry experts and engage with peers in a supportive environment. We are also proud Platinum Sponsors of Young Insurance Professionals (YIPs), reinforcing our commitment to growing and supporting the next generation.

We have seen many young people join our network and go on to build successful careers, stepping into leadership roles or establishing their own businesses as authorised representatives. This is a clear reflection of the supportive culture we have created, one where people are encouraged to back themselves, be curious and take advantage of every learning opportunity.

 Our advice to those starting out is simple, ask questions, build relationships, and be open to learning from every experience. The insurance industry offers incredible variety, meaningful work and long-term career opportunities. We are proud to help the next generation thrive.

Our purpose is to improve the wellbeing of New Zealanders – and that starts with the wellbeing, growth, and success of our people.

Insurance isn’t always seen as the most exciting career choice for young professionals, but at Ando, we’re challenging that perception. By building a culture where people at all stages of their career can do meaningful work, grow their capability, and be part of a team that makes a real difference, we’re showing how rewarding a career in insurance can be.

Career growth isn’t a ladder – it’s a jungle gym.

Traditional career pathways don’t always reflect how people learn, grow, and evolve in today’s world. That’s why we focus on helping our people build the skills, confidence, and mindset to navigate their own unique career journey – whether that means moving up, across, or into something entirely new.

Through our Own Your Growth initiative, people are encouraged to take ownership of their development by exploring their vision for the future, understanding their strengths, and building the skills they’ll need to thrive in a world shaped by rapid change, digital transformation and AI.

We’re proud of the many different growth stories at Ando – from a team member who started in our Partner Channel and is now growing their career in Data & Business Intelligence, to another who moved from Claims to become a Process Change Specialist, helping to shape how we work across the business.

And of course, we also celebrate those who choose to deepen their expertise in their chosen field or step into leadership roles.

Learning and development is positioned as a way to enable performance and enhance experiences – not just deliver training. 

The focus is on building the mindset, skills, and confidence people need to thrive, whether they’re starting out, expanding their expertise, or stepping into leadership.

Early-career talent is supported through initiatives like Learning Champions – experienced team members who buddy up with new starters to provide hands-on support, share their knowledge, and help new team members build connections across the business.

Professional growth is further encouraged through Australian and New Zealand Institute of Insurance and Finance (ANZIIF) qualifications, structured learning pathways on our learning platform, and practical tools like the Personal Compass, designed to help employees reflect on their values, strengths, and goals.

Supporting young professionals is critical to the future of our business. 

Fresh thinking, curiosity, and diverse perspectives are what keep us and the insurance industry –moving forward. We encourage our younger team members to be bold, ask questions, and challenge the status quo.

If there’s one piece of advice we’d offer to anyone starting out, it’s this: you don’t have to follow someone else’s path.

Stay curious, say yes to opportunities – even the unexpected ones – and trust that every step you take builds your unique story.

• Tell us a bit about your company and its role in the insurance industry.

NZI is Aotearoa New Zealand’s longest-standing insurance brand. For over 165 years, we’ve been supporting Kiwi businesses through the good, and the bad. We do more than just provide insurance. We actively work with businesses to help them manage their risks and provide them with tailored support. We are an intermediated brand, part of the IAG group, and New Zealand’s leading commercial insurer.

• Why do you choose to support YIPS, and what does it mean to your organisation?

I think it’s vital we continue getting young talent into the insurance game. The work YIPs do to support growth and development for young insurance professionals is outstanding, and NZI is proud to back this organisation and be an active part of the YIPs community.

I tried a few different pathways before landing in the insurance industry, and honestly, I wish I’d found insurance earlier. It’s such a unique and fast-paced industry, with a huge variety of roles and opportunities.

• What advice would you give to young professionals looking to grow in the industry?

Embrace the constant change, say ‘yes’ to new opportunities whenever you can, and don’t be afraid to ask for help or guidance.

It’s a small industry so building your profile is one way to learn and grow. You never know who you may work for in the future or who may one day work for you! Hard work and a great attitude will get you everywhere in my book.

• Are there any upcoming initiatives, events, or projects from your company that you’d like to share with our audience?

One thing I’m proud of is our recent launch of NZI Roadside Rescue for light commercial vehicles insured with NZI. There is nothing our customers need to do or pay to receive this breakdown service – it’s now automatically included in their cover – and you may have heard our cool new ads on the radio promoting this offering!

This is all part of our broader plans to provide our customers with more than insurance, by providing them with value-add services that help reduce their risk.

5.    How does your company support professional development and career growth?

NZI offers a variety of mentor programmes, development courses, and learning tools. We’re a proud YIPs sponsor and encourage our people to attend events whenever they can. As a leader I also encourage people to work across our industry, explore underwriting, broking, claims etc and grow your skills and connections along the way.

I have been lucky to work in three cities in NZ, have a variety of roles across the industry, attend industry events, conferences, and many development opportunities. I am so grateful for the personal and professional growth the insurance industry has provided me. Even as I am closing in on 20 years in the business, I am still challenged, learning and love what I do every day.

• Tell us a bit about your company and its role in the insurance industry.

Liberty Specialty Markets (Liberty) has been in the Asia Pacific region for 25 years.

As part of the Liberty Mutual Insurance Group, we take a long-term view and are wholly devoted to our policyholders and broker partners. We prosper together by unlocking opportunities which deliver shared success – we call it “for mutual advantage”.

We partner with insurance brokers to bring value and solutions to 26,000 of Australia’s most significant business and government organisations – helping them protect what they earn, build and own. This includes 81 of the ASX100, right through to small privately owned businesses. Find out more at libertyspecialtymarkets.com.au

• Why do you choose to support YIPS, and what does it mean to your organisation?

We have been a sponsor of YIPs for five years because Liberty has had staff members involved in leadership and committee roles within YIPS. We take the approach that we like to support industry groups that our staff are investing personal time in, and we want to support their efforts to help improve the industry.

• What advice would you give to young professionals looking to grow in the industry?

Stick to the basics – for example stay educated as the industry is constantly evolving and develop strong relationships. Building trust and long term relationships is so important, be client centric always putting your client’s needs first and understanding risk whether that is underwriting, claims or broking.

• Are there any upcoming initiatives, events, or projects from your company that you’d like to share with our audience?

Last year we celebrated 25 years in the Asia Pacific region and as part of that we put together 25 Perspectives from across all areas of our business. From videos, to animations, to interactive PDFs sharing insights from claims, underwriters and market leaders. We encourage you to have a look here.

If you’d like to be added to our distribution list to find out more about events, projects, thought leadership and more send us at email here.

• How does your company support professional development and career growth?

At Liberty, we are committed to fostering professional development and facilitating career growth for all our employees. Our sophisticated induction programme ensures new team members start their journey equipped with the knowledge and skills they need to succeed. We offer robust technical and non-technical training, tailored to meet diverse learning needs and support continuous improvement.

We believe in empowering our staff through development planning and objective setting, helping individuals chart clear pathways to achieve their career aspirations. Promotion from within is a core principle, and we actively advertise career opportunities internally to ensure our team members have access to new roles and challenges.

Furthermore, our External Study Programme supports ongoing education with study leave options and financial assistance, enabling employees to pursue further qualifications while balancing their professional commitments.

• If you could describe your company’s culture in three words, what would they be?

Respect, inclusivity and collaborative

• What’s one trend or change in the insurance industry that you’re excited about in 2025?

Customers now expect a more digital experience, personalised offerings and greater transparency from their insurers. Even though this requires a significant investment, the greater transparency builds trust between insurer and client.

• How can YIPS members engage with your company (career opportunities, networking, resources, etc.)?

YIPs members can connect with us through multiple channels to explore career opportunities and engage with our vibrant community. Our LinkedIn Life page offers insights into our company culture and highlights job openings, allowing you to stay informed about career possibilities.

Additionally, Liberty’s website provides comprehensive information on our culture and the benefits of joining our team. We welcome networking opportunities and encourage YIPs members to engage with us to learn more about the resources and support we offer for professional growth.

Why do you choose to support YIPs, and what does it mean to your organisation?

Marsh supports YIPs in helping develop future generations of industry talent. As part of our contributions to support future industry talent, we are proud sponsors of YIPs across New Zealand and Australia, as well as the ANZIIF Rising Stars events in both countries. We value the work YIPs does in creating an accessible platform for early career talent across the industry to connect in meaningful ways.

What advice would you give to young professionals looking to grow in the industry?

“Find opportunities to build your network, both within your organisation and across the industry, and prioritise time for personal development on a regular basis. Growth doesn’t always need to be about moving ‘up’ – seize opportunities to take on any stretch assignment or new challenges in your existing role that will expand your capabilities and skill set.” – Toni Ferrier, President, Marsh New Zealand

Are there any upcoming initiatives, events, or projects from your company that you’d like to share with our audience?

We launched a new initiative this year to support the success of early career talent joining our organisation. As part of the Marsh Launchpad programme, new joiners are connected with a peer network across the Pacific region and meet on a regular basis in their first year of employment to build their knowledge of the organisation and their professional development skills.

How does your company support professional development and career growth?

Marsh provides multiple channels for colleagues to continually develop, including access to a vast library of on-demand learning, and virtual and in person workshops offered locally and globally covering a broad range of topics. Most recently, we launched a learning academy to help colleagues improve their digital capabilities. Future academies will focus on developing a leadership mindset, client-centricity, and getting to know the Marsh McLennan business. Colleagues are encouraged to undertake further professional study to attain industry-relevant qualifications.

How can YIPS members engage with your company (career opportunities, networking, resources, etc.)?

Marsh always has a wealth of career opportunities available, listed on the careers site. Look out for an event we will be running with YIPs later in the year too!

• Tell us a bit about your company and its role in the insurance industry.

At Ando, we believe insurance should be less complex, less stressful, and more transparent for New Zealanders. We believe that insurance is built on relationships, not transactions. That’s why, since we opened our doors in 2016, we’ve built our business on people, partnerships and trust. We do everything we can to create better insurance experiences for all our customers. Our goal was to build a fantastic team of people to make sure our customers receive the best possible service, coverage and outcomes at claims time.

Most of our shareholders are leaders in the business, and many are recognised as leaders in the New Zealand insurance industry.

• Why do you choose to support YIPS, and what does it mean to your organisation?

It’s important that our staff have the opportunity to meet and interact with other like-minded people in the industry, particularly those that are new to the industry. YIPs has always been incredibly inclusive and encourages networking and relationship building through so many fun and educational events. We also acknowledge how important it is to equip those new to the industry with the skills and relationships to succeed.

• What advice would you give to young professionals looking to grow in the industry?

Question everything. The environment we are operating within is changing rapidly – from the impact of climate change to the opportunities technology presents to create better customer

experiences and efficiency. But never forget that we are people dealing with people, so above all else, developing outstanding interpersonal skills is paramount.

Build your networks, you never know when you might need advice or guidance from someone. We can all learn from the specialist expertise and experience of an industry colleague. Take advantage of every opportunity you can to meet people and network.

Show genuine interest in people and the industry.

• If you could describe your company’s culture in three words, what would they be?

Entrepreneurial – we have a challenger spirit. Our founding principles — focused on people first (staff and customers) — remain our core driver today. We resist corporate thinking and make fast decisions to maintain the growth momentum we’ve had from the start.

Empowering – being open and inclusive, there’s no room for egos at Ando and that includes our leaders. Our leaders understand that they don’t have all the answers themselves, are open to suggestions and are approachable and accessible to the team.

Engaging – we’re open and accessible, whether that is internal across staff or externally with our brokers and customers.

• What’s one trend or change in the insurance industry that you’re excited about in 2025?

We’re excited about the continued use of technology to drive better customer experiences. Clever technology and data analysis helps simplify processes and improve efficiency to free up our people to build strong personal relationships with our customers. We see this as the single most important industry change over the next five years. Our industry leading Gradient Portal for claims is a great example of this and we are continuing to invest in its ongoing development as we push on towards our goal of becoming the best claims service in the industry.

• How can YIPS members engage with your company (career opportunities, networking, resources, etc.)?

https://careers.ando.co.nz/ has all our current opportunities.

Tell us a bit about your company and its role in the insurance industry.

Emergence is an award-winning underwriting agency specialising in innovative cyber insurance solutions.

Operating in Australia and New Zealand, we are dedicated to protecting businesses and families from growing cyber and digital risk.

Combining comprehensive coverage with real-time risk management, 24/7 in-house incident response, and expert cyber advisory services, Emergence offers a smarter approach to cyber insurance.

Our policies are designed to be simple and accessible, empowering brokers to guide clients in managing cyber risks effectively.

This approach provides robust protection against financial, commercial, and reputational risks, helping clients navigate the complexities of an increasingly interconnected world.

Why do you choose to support YIPS, and what does it mean to your organisation?

Emergence is new to the New Zealand market, but cybercrime is not—it’s one of the fastest-growing risks for businesses in the country.

We see YIPs as a fantastic platform to connect with the next generation of insurance professionals who could thrive in the cyber underwriting and business development space. Our partnership is an opportunity to raise awareness of cyber threats while fostering fresh talent in this evolving field.

What advice would you give to young professionals looking to grow in the industry?

Be open-minded. Say yes to new opportunities.

Joe, one of our team members, transitioned from broking to underwriting with no prior experience in the field. He took the leap, was willing to try something new, and we fully supported him in that journey. The insurance industry offers a vast array of career paths, and sometimes the best way to grow is to put your hand up and dive in.

Are there any upcoming initiatives, events, or projects from your company that you’d like to share with our audience?

In 2025, Emergence will continue driving cyber risk awareness through seminars, thought leadership sessions, and hands-on broker training.

Cyber threats are constantly evolving, which means there’s always something new to discuss. We’re committed to keeping the industry informed and ready to tackle emerging risks.

How does your company support professional development and career growth?

At Emergence, learning is hands-on and engaging.

We run monthly cyber-risk awareness sessions that are gamified to make them interactive and relevant. We also provide access to industry-leading courses and cyber qualifications for those eager to deepen their expertise.

Additionally, our in-house incident response team hosts monthly discussions on real-world claims, covering the latest trends in cybercrime and equipping our team with the freshest insights.

What’s one trend or change in the insurance industry that you’re excited about in 2025?

Changes to New Zealand’s regulatory framework will shift how businesses approach cyber risk.

At Emergence, we believe cyber insurance is just one piece of the puzzle. Stronger regulations will push businesses to improve their cyber resilience—ensuring not only that they have insurance in place but also that they are continuously strengthening their security measures. In the long run, this means better protection for everyone’s data.

How can YIPS members engage with your company (career opportunities, networking, resources, etc.)?

You’ll see Emergence as a YIPs sponsor at many industry events, broker conferences, and fundraisers. Whether in person or online, never hesitate to reach out to our team for valuable cyber resources and insights.

We’re always open to conversations about careers in cyber insurance. If you’re curious about the cyber space, let’s connect!

• Tell us a bit about your company and its role in the insurance industry.

For over 60 years, Barry Nilsson has been shaping a better legal experience, putting clients first – where they belong. Our national Insurance & Health practice combines deep industry knowledge with local expertise and the highest standards of client service. With coverage and defence expertise across all major lines of insurance, we partner with insurers, re-insurers, brokers, and insureds in Australia and overseas to tailor strategies that are designed to achieve the best commercial outcomes for their respective businesses.

We understand that in order to protect customers from risk, insurers need to anticipate what lies ahead and have the ability to adapt in the face of complex challenges – global market conditions, regulatory and legislative changes, catastrophic events and major disruptions, cyber threats, and climate-related risks. Our expert team has the depth of experience and agility to help our insurance clients navigate this complex and ever evolving risk landscape.

• Why do you choose to support YIPS, and what does it mean to your organisation?

We’re proud to support YIPs as part of our commitment to fostering the next generation of talent in the insurance industry. As the exclusive law firm sponsor for the past seven years, we have built meaningful connections with YIPs’ diverse membership base across the country. Our lawyers actively contribute at both state and national levels, including through committee involvement, ensuring members have access to industry-leading expertise and resources to support their professional growth.

Sponsoring YIPs allows us to engage directly with young professionals by offering insights into emerging trends and key industry issues through events, thought leadership, and networking opportunities, helping to build industry knowledge and support members’ professional development. Initiatives like the annual YIPs Barry Nilsson Next Gen Award further reinforce our dedication to recognising and celebrating the innovative thinking and leadership potential of future industry leaders.

• Are there any upcoming initiatives, events, or projects from your company that you’d like to share with our audience?

• Next Gen Insurance Leader Award: We’re proud to have developed the annual YIPs Barry Nilsson Next Gen Insurance Leader Award in collaboration with YIPs.The award recognises business and leadership potential while supporting the development of young insurance professionals across Australia and New Zealand. Participants submit a 2,000-word essay exploring real-world industry challenges, offering a chance to showcase creative thinking and industry knowledge. The winner receives a $5,000 prize, a trophy, and a seat on the judging panel for the following year. Details for the 2025 award will be announced later this year – until then, explore last year’s topics and submission guidelines here.

• BN Health Forum: Our annual BN Health Forum brings together experts to discuss critical issues impacting modern healthcare professionals, from superbugs and cyber threats to chronic pain management and mental health. This free educational event is a must-attend for those looking to stay ahead of emerging trends and challenges in the healthcare sector. Details for this year’s Health Forum will be announced over the coming months, and will be held in Brisbane, Melbourne, and Sydney. Email our Events team to be added to the Health Forum mailing list.

• Impact Project: Through BN’s Impact Project, we are dedicated to making a positive social impact across four key streams: Pro Bono, Reconciliation, Community, and Sustainability. As part of this commitment, we’ve recently launched a major charitable partnership with Two Good Co., social enterprise supporting women in crisis, including those experiencing domestic violence and homelessness. Our support includes volunteering opportunities for staff and clients, financial donations, employment and training initiatives, pro bono legal assistance, and the procurement of catering and products from Two Good Co. We’re excited to contribute to their mission and create meaningful change together.

• How can YIPS members engage with your company (career opportunities, networking, resources, etc.)?

• Resources: YIPs members can stay informed and gain valuable industry insights by subscribing to our updates here and following us on LinkedIn. We regularly publish legal insights and host educational webinars on key decisions, topical issues and emerging trends in insurance and health law, both in Australia and globally. Members can also access:
  • First Thursday Club: A free, monthly webinar and discussion forum for health claims managers, featuring insights from medical professionals and industry experts on the latest healthcare claims and insurance trends. Sign up here to be added to the FTC mailing list.
  • The Checkup: A medico-legal podcast and newsletter providing regular updates on key developments shaping the healthcare industry, with insights from industry leaders, medical professionals, legal experts, and more.
• Networking: We actively support YIPs through in-person educational events, seminars, and panel discussions featuring presenters from our national Insurance & Health team. YIPs members will also have the chance to attend an exclusive YIPs-Barry Nilsson joint webinar, offering a unique opportunity to engage with our team and explore industry trends. These events provide valuable networking opportunities with BN’s insurance specialists across the country.
• Career opportunities: For those interested in career opportunities at BN, information about current roles, our workplace culture, and the benefits of joining our team is available on our website here. We also share job openings and firm updates via LinkedIn.

• Tell us a bit about your company and its role in the insurance industry.

With over 125 years of protecting Kiwi businesses, QBE is supported by a global network spanning 26 countries, allowing us to leverage international expertise and resources. Locally, our New Zealand Head Office is in Auckland, complemented by five branches nationwide.

We specialise in commercial insurance, offering tailored solutions designed for small and medium sized businesses to large corporates. Driven by our purpose of enabling a more resilient future, QBE employs 11,000 people globally, including 318 in New Zealand.  

• Why do you choose to support YIPS, and what does it mean to your organisation?

At QBE, we believe that a resilient industry starts with strong people. That’s why we’re excited to renew our Platinum sponsorship with (YIPs) for 2025!  

Together, we’re on a mission to inspire the next generation of talent, showing them that insurance is more than just a job, it’s a fulfilling career full of growth, impact, and opportunity.  

• What advice would you give to young professionals looking to grow in the industry?

Build relationships: Networking with peers, mentors, and industry leaders opens doors for guidance, opportunities, and growth.

Resilience: The insurance industry is constantly evolving. Embrace change and adapt to stay ahead in a competitive, tech-driven market.

Take initiative: Actively seek growth opportunities—whether through new roles, industry events, or external courses—to develop skills and stand out.

• Are there any upcoming initiatives, events, or projects from your company that you’d like to share with our audience?

We recently announced a new partnership with Conservation Volunteers New Zealand (CVNZ), one of New Zealand’s leading volunteer conservation organisations. This exciting collaboration aims to support CVNZ with its ambition to drive hands-on environmental action and contribute towards biodiversity restoration and climate resilience efforts across the country. Through the partnership, QBE is not just providing funding — but will be actively engaged in helping CVNZ with its mission to restore rivers, streams and wetlands by providing QBE’s people, customers, and partners with opportunities to engage in volunteering initiatives that aim to strengthen climate resilience in local communities.  

• How does your company support professional development and career growth?

QBE offers our employees a world of opportunity. With six offices around New Zealand and a presence in 26 countries around the world, there are opportunities to progress your career both within NZ and on a global scale. We are committed to progression of our people and offer a range of development opportunities, from additional training, through to secondments, role changes, mentoring and opportunities to be part of global projects.

• If you could describe your company’s culture in three words, what would they be?

1. Empowering

2. Inclusive

3. Innovative

• What’s one trend or change in the insurance industry that you’re excited about in 2025?

Artificial Intelligence (AI) will likely transform the insurance industry. How companies harness this technology will reshape the competitive landscape, creating an exciting era of innovation. For professionals in the industry, embracing AI presents a unique opportunity to enhance their skills and expertise, opening the door to new career possibilities.

• How can YIPS members engage with your company (career opportunities, networking, resources, etc.)?

There are several ways to stay engaged with QBE:

• Follow us on LinkedIn
• Register for job opportunities here
• If recently out of university, and interested in our Graduate Programme, learn more here
• Check out our website

Sara Sampaio Soares, Liberty Specialty Markets

• Sara de Sampaio Soares

What are the key insurance risks and issues at present for the renewable energy sector?

Weather and Natural Catastrophe (NAT CAT) risks are at the forefront of the insurance industry as a whole, and it’s a concern the renewable energy sector is familiar with. Our Global claims experience has shown us that the frequency and severity of CAT losses affecting the renewable energy sector is on the rise, and Australia has been no exception. Given the physical nature and characteristics of solar and wind projects, these assets can be easily exposed to such perils. In Australia, we are predominantly affected by floods and windstorms, and then there are theso-called secondary perils of hail, bushfire and lightning.

A growing concern for the industry is the risk of sub-par contractor selection. Industry losses due to contractor error or poor workmanship have resulted in an increase in our scrutiny of contractor and subcontractor arrangements. While we’ve not necessarily been hit with highly technical workmanship claims, even relatively straight forward incidents, replicated across multiple sites and at scale, are generating very high value losses for the industry.

With international organisations, it’s important to understand the experience of the local Australian team. To ensure that the team performing the work understands Australian conditions, and also has the necessary training and capabilities to manage such projects.

Investment over the last 8 years, approximately, into the Australian renewable energy sector has been tremendous and we have seen the latest technology and equipment for wind and solar PV farms deployed across new projects. Whilst output maximisation is the ultimate goal for project owners, deploying the latest or largest technology and / or equipment can bring added challenges to a project, evidenced in the significant number of machinery breakdown losses the industry has sustained. An example of this is the availability of specialist cranes for erecting or repairing wind turbines.From an insurance perspective, we need to ensure that we are informed of and comfortable with the latest technological developments and the added complexities that they could bring.

Because of the unpredictability of renewable energy sources, managing the peaks and troughs of generation can be difficult and Battery Energy Storage Systems (BESS) have been able to help smooth out these rapid load variations, as well as being beneficial for overall grid stability. There are now various large BESS projects in operation or in development around Australia, however this technology does bring added risks and challenges that must be managed. Fire is one such risk. The industry has already sustained various BESS fire related losses. It has become evident that developers must ensure the BESS design configurations include fire protection, and that loss mitigation of these assets is duly considered.

According to an expert independent risk management and design certification body on BESS technology, over the life of a battery operation, it can be expected that it will be impacted by at least one fire. The potential for thermal runaway is also significant and given the amount of stored energy this means traditional gaseous suppression systems are not effective. Underwriters are
therefore looking for reassurance around any operation’s fire mitigation strategies, as well as spacing and real-scale fire tests.

What are the key risks and issues for traditional energy?

As the world decarbonises and investment moves towards green, renewable energy sources, it is important that traditional energy players continue to deploy adequate resources to their operating plant and equipment in a safe and responsible way.

What are the things brokers should be aware of / questions they should be asking when working with businesses in the energy sector?

The more information we receive detailing a client’s operations the better the insurance outcome for the client. We need to understand the true exposures affecting a client’s business and how well they manage these.

Comments are focused on large-scale ground-mounted Solar PV and Onshore Wind Farms in Australia.