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Discover Munich RE: Who They Are, What They Do and Life Inside. · Work It Like A Mum

• 0:00
  Speaker 1: Hey, I'm Elizabeth Willits and I'm obsessed with helping as many women as possible achieve their boldest dreams after kids and helping you to navigate this messy and magical season of life.
• 0:13
  Speaker 1: I'm a working mum with over 17 years of recruitment experience and I'm the founder of the Investing in Women job board and community.
• 0:22
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• 0:29
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• 0:49
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• 1:07
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• 1:10
  Speaker 1: This episode is brought to you by Investing in Women.
• 1:14
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• 1:49
  Speaker 1: Now back to the show.
• 1:51
  Speaker 1: Hello and welcome to today's Facebook LinkedIn Live.
• 1:55
  Speaker 1: I'm just also going live on Instagram as well.
• 1:59
  Speaker 1: Thank you so much to everybody that is watching today.
• 2:01
  Speaker 1: Today I am talking to Lauren Tyer and Sasha McNuff from the talent acquisition team at Munich Re, so we're going to be learning more today about Munich Re who they are, what they do, types of candidates they hire, job opportunities they have, what their recruitment process looks like and why you should consider working for them.
• 2:22
  Speaker 1: If people are logging on, do let us know.
• 2:24
  Speaker 1: If you can hear us all, okay, give us a like or an emoji and if you should consider working for them.
• 2:25
  Speaker 1: If people are logging on, do let us know.
• 2:26
  Speaker 1: If you can hear us all, okay, give us a like or an emoji.
• 2:27
  Speaker 1: And if you've got any questions that you want me to ask, lauren or Sasha, please pop them in the comments.
• 2:34
  Speaker 1: Thank you so much for joining me today.
• 2:37
  Speaker 1: It's a real pleasure to chat with you both and learn more about Munich Re.
• 2:41
  Speaker 1: So before we, I guess, dive into some of the nitty-gritty questions for those that might not be familiar can you tell us who Munich Re is and what the company does?
• 2:53
  Speaker 2: Absolutely well.
• 2:54
  Speaker 2: I say that I can tell you at a basic level.
• 2:58
  Speaker 2: It's very complicated but really really interesting.
• 3:01
  Speaker 2: So we are actually a multi-international insurance company.
• 3:07
  Speaker 2: Our head offices are based in Munich, but our UK head offices are in London and we're a global organisation that looks after reinsurance and reinsurance services and also primary insurance as well reinsurance as well.
• 3:22
  Speaker 2: So a lot of the stuff that we do is with regards to assessing risk, really driving digital transformation and looking at that global insurance landscape.
• 3:34
  Speaker 2: Some of the more interesting bits are probably things like we deal with space, rocket launches, cyber attacks, pandemics, that type of stuff, and when we think about reinsurance, it's it's almost like well, it definitely is reinsuring the larger risk from um, more of your household names that you might know, so um, aviva, lng, those type of, those type of pensions, for instance, get reinsured by our business.
• 3:59
  Speaker 2: So it's big risks that we look after um and, as I said, we also look after primary insurance and we also have brokers within our midst, and I'm sure that Sasha will talk later on a little bit more about the fact that we also recruit for engineers.
• 4:15
  Speaker 2: So there's a really wide range of things that we do within our business.
• 4:20
  Speaker 1: And is it all forms of insurance, then, or is it just certain areas that you specialise in?
• 4:29
  Speaker 2: I would say that we've got quite a vast portfolio of what we do.
• 4:32
  Speaker 2: I wouldn't necessarily say that we do all forms of insurance.
• 4:36
  Speaker 2: I don't necessarily know if a business could actually do that, but we certainly do a vast majority actually do that, but we certainly do a vast majority.
• 4:47
  Speaker 2: Um and and I guess to give you an example of of how big we are, we've got over 40 000 employees worldwide, so it's quite a large organization to be doing an awful lot of different business lines as well.
• 4:55
  Speaker 1: Yeah, so very fast.
• 4:56
  Speaker 1: Thank you, anita, for letting us know.
• 4:58
  Speaker 1: You can hear us all.
• 4:58
  Speaker 1: All right, appreciate that.
• 5:00
  Speaker 1: Um, what's it like to work at munich v and how would you describe the culture?
• 5:07
  Speaker 2: sash, do you want to take that one?
• 5:09
  Speaker 3: um, yeah, no, definitely um.
• 5:12
  Speaker 3: So I have been with munich v for um just over three years.
• 5:17
  Speaker 3: Uh, I have had the pleasure of of working um on, you know, multiple, with multiple munich v entities, as laura mentioned earlier.
• 5:26
  Speaker 3: We we have, we we have different business areas um, and I think I'd say they differ maybe slightly in the different brands.
• 5:33
  Speaker 3: Um, in terms of the culture, uh, you know um, we have uh, an engineering business, as laura mentioned.
• 5:40
  Speaker 3: We have um an mga which is Managing General Agent.
• 5:44
  Speaker 3: I think the culture does differ slightly.
• 5:46
  Speaker 3: For example, in our London office, a lot of the people that are coming into that office are kind of coming from a London market background, so they work with Lloyds, syndicates and that type of thing.
• 5:58
  Speaker 3: So they would potentially be in the office slightly more regularly and they kind of, you know it's that insurance hub, so they're, you know, london based, they're kind of in the office slightly more regularly, um, and they they kind of you know it's that insurance hub, so, uh, they're, they're, you know, london-based, they're kind of in the city type of thing.
• 6:09
  Speaker 3: Um, and then when you move out of that into um our more kind of regional offices in manchester, um, in birkenhead, uh, it's probably uh, slightly, slightly less, um, uh less city kind of vibe.
• 6:22
  Speaker 3: So I think that it differs in terms of the brands.
• 6:26
  Speaker 3: And then, of course, we've got our head office in Munich and we have offices across the globe.
• 6:30
  Speaker 3: So I think culture slightly differs, but it's a great place to work.
• 6:35
  Speaker 3: It's very inclusive.
• 6:37
  Speaker 3: Lauren, obviously, is our DEI talent partner and she's very to the the DEI elements of working for the business.
• 6:46
  Speaker 3: But you know, from my personal view and I think it's a very inclusive business, you can kind of bring your whole self to work and and that's actually one of our kind of taglines that we we use um externally in terms of our employee branding, and something that we're really proud of is, you know, you can come and bring your whole self to work I like that.
• 7:04
  Speaker 1: And what about the benefits of working for me uniquely?
• 7:09
  Speaker 3: yeah, again, because we have multiple entities and the benefits differ slightly, um, but on the whole, uh, really great benefits package.
• 7:17
  Speaker 3: You know, um majority of our brands um, they offer, uh, private health care.
• 7:22
  Speaker 3: They um, you know, annual leave which is, you know, very, very fair across the board.
• 7:31
  Speaker 3: We have support with eye care, support with dental.
• 7:36
  Speaker 3: You know there's multiple options for kind of yourself and your family.
• 7:41
  Speaker 3: We also offer well-being days.
• 7:45
  Speaker 3: So they're kind of over and above your you know, your standard annual leave.
• 7:49
  Speaker 3: So, um, certainly, for for our entities in the uk and I, we have two well-being days per year, um, at the moment and we've had those for the past couple of years.
• 7:57
  Speaker 3: So they're just a day, um, and they they kind of differ again between the, the entities, but um, they're just a day that we get to kind of take off and uh and focus on ourselves really and and look at doing something.
• 8:09
  Speaker 3: I mean you could do whatever you choose to on those days, but you know it's uh under the, under the, the, um the impression that we'll go and kind of you know, do something that that supports our well-being in some way.
• 8:18
  Speaker 3: So you know, some people go and do kind of a spa day, um, some people, you know, will spend that with family, young family, um, and then we we do have some remote working teams as well, so that their days are usually um, uh, on another day, a separate date from from that, because of the, the way that they work.
• 8:35
  Speaker 3: But and that's a great thing to have, you know, um, it's you don't have to take that out of your annual leave and and that's kind of, you know, twice a year they usually have one, um kind of beginning of the year and then more towards the end of the year, and it's just a time to kind of, you know, refresh and and relax and, uh, you know you know, go back to work, feel and revitalize.
• 8:51
  Speaker 3: And the good thing is, um, because it's kind of entity wide, uh, for the specific entity, everybody's off, so you're not coming back to any emails because everybody's kind of taken that that day to do the same, so that that's a great thing.
• 9:04
  Speaker 3: Um, you know offer, uh, you know we offer competitive salaries.
• 9:09
  Speaker 3: Uh, we have bonus structures, uh, again, they differ slightly across the the entities, um, but again, the bonus structure is a great thing to have as well.
• 9:17
  Speaker 3: So, um, lots of great benefits to working with Munich Re as well.
• 9:22
  Speaker 1: I really like that.
• 9:23
  Speaker 1: You're inspiring me.
• 9:24
  Speaker 2: I love the sound of the world that you're doing it is yeah, there's another benefit that actually I think I hope, sasha, you've taken advantage of this year, because I know there's been some years where you've maybe forgotten um, but we've got something called a leisure scheme, so, um, across a lot of our different brands.
• 9:44
  Speaker 2: You've forgotten, haven't you?
• 9:47
  Speaker 2: Um, forever telling sash off for not using this particular benefit, but we've got a benefit where we actually get a um some at the beginning of the year each year.
• 9:57
  Speaker 2: I'm I'm pretty sure it's across near enough every single brand and the amount does differ, but basically, what that's there for is for you to use throughout the year, whether it be in one big chunk or smaller chunks, and for anything with regards to development outside of work.
• 10:14
  Speaker 2: So more so regarding your well-being, really, and, for instance, I use mine for Pilates membership every year, but lots of people have used it for different courses that they wanted to attend, if you wanted to learn a language and you wanted to get I don't know, a lifetime membership to a language learning school online, or people have used it for museum memberships.
• 10:36
  Speaker 2: There's loads of wonderful things that you can use it for, and it's very much geared towards investment in you outside of the workplace oh, I really like that.
• 10:47
  Speaker 1: That's lovely.
• 10:48
  Speaker 1: Um, I'm you know you're really inspiring me because I've got small teams.
• 10:51
  Speaker 1: I'm like, oh, I'm getting some ideas for what we can do here as well.
• 10:54
  Speaker 1: Can you share um more about the different career paths available at muni, on what's roles and skills are in high demand right now?
• 11:02
  Speaker 3: do you want me to take that one, lauren?
• 11:06
  Speaker 2: yeah, and I'll jump in where I feel like I can.
• 11:08
  Speaker 2: I'm not a 360 recruiter.
• 11:10
  Speaker 2: I should make it really clear so when I'm looking for that reason thank you, um, yeah, so.
• 11:18
  Speaker 3: So, as you know, as we've mentioned, we we have multiple entities, so what that means is we have different business areas that focus on different areas of the insurance industry.
• 11:25
  Speaker 3: Um so where we talk um around, so we have a business called um muni global, um speciality, global markets, and then within that they have lots of different business areas, um so careers that might be available.
• 11:39
  Speaker 3: There are um kind of, you know, more insurance focused, so actuarial, um underwriters, for example, and again, most of our businesses will have that, that, those types of roles, that actuarial roles, and um actuarial analysts, uh, underwriting.
• 11:55
  Speaker 3: But then again, I think something that I'd want to I really like to shout about and make clear is, because we are an insurance business, that doesn't mean we're just wanting people from that background.
• 12:06
  Speaker 3: You know we, of course, as any business, we need people from, you know, hr, finance or you know all of those people services, so, and there's been many people that we've kind of brought into the business that haven't come from an insurance background.
• 12:20
  Speaker 3: So it doesn't mean because you're not coming from insurance, there isn't a career opportunity available here at Munich Re, and I think I like to say there is a career here for everybody because we have so many different opportunities.
• 12:31
  Speaker 3: Um, lauren alluded to it earlier.
• 12:32
  Speaker 3: We have um, an engineering business which I support.
• 12:35
  Speaker 3: Actually I am the recruitment lead for HSB, which is our engineering insurance business.
• 12:41
  Speaker 3: So as well as having our insurance business that has the underwriting functions, the claims functions, we also have over 200 remote engineers and their background is, you know, they are seasoned electrical and mechanical engineers and they go out on site and they, you know, they survey things on behalf of our business.
• 13:06
  Speaker 3: That you know, our clients for people, um, we're actually um attending a careers fair, uh, next month um in manchester and and we're we're kind of joining two businesses together.
• 13:23
  Speaker 3: So munich respecialty, global markets, um and hsb are joining together.
• 13:27
  Speaker 3: Um, but you know, when we've been talking about that, the career's available there is just so much lauren mentioned earlier, you know, the cyberspace, so that, and again there are it vacancies that there's just a whole host of opportunity here and what about for career returners?
• 13:43
  Speaker 1: if someone's watching this and they've maybe been on a career break, are they welcome to apply?
• 13:49
  Speaker 3: absolutely, absolutely, and I think that goes back to what I was saying earlier in terms of you know, we are such an inclusive business, um, so I don't think that you know, and we certainly in ta are always encouraging our hiring managers to look at things, you know, with a diverse uh, you know with a diverse lens and, and therefore you know, if you have people that have maybe taken a career break or that you know they've taken time out to look after young children, you know that's definitely something that that we would consider that that shouldn't hold people back.
• 14:16
  Speaker 3: Um, and again, you know people coming from different industries, um, example of that, you know we, um, we have some teams that are focused on um sustainability, and I was talking to one of our colleagues recently and they were saying, you know, some of the people in that team have come from academia and uh have been, you know, college professors and they've kind of moved into that space.
• 14:36
  Speaker 3: So, again, not letting that kind of hold you back if you've not previously been in the industry, for sure.
• 14:42
  Speaker 1: Brilliant, and I think this might be another question for you, sasha.
• 14:45
  Speaker 1: What does the recruitment process look like and do you have any tips for candidates wanting to stand out?
• 15:42
  Speaker 3: Yeah, so all of our applications are done via our online platform.
• 15:48
  Speaker 3: So we do advertise on some job boards and Lauren works with lots of different job boards from a DEI perspective as well.
• 15:56
  Speaker 3: So we do have job boards, but you must apply via the careers site.
• 16:02
  Speaker 3: So we have Munich Re careers page and all of our vacancies will be on there.
• 16:07
  Speaker 3: But, you know, you might notice the roles being on LinkedIn, so they'll all be advertiser standard on there.
• 16:13
  Speaker 3: But you do have to kind of go on there and fill out a full application form to be considered, which, I know, you know, sometimes people don't always like to take the time to do that.
• 16:22
  Speaker 3: But I think we've got a fairly, you know, quick and simple process to applying and you, you can upload your cv on there, which is great.
• 16:29
  Speaker 3: Um, they will then, uh, kind of hit the ta team, so our team and we, we kind of will then review applications.
• 16:36
  Speaker 3: Uh, we do kind of initial screening calls with candidates.
• 16:40
  Speaker 3: So, uh, reduce down that number of people that their hiring manager maybe has to connect with um and and also give, you know, the candidates an opportunity to really kind of, you know, sell themselves to us as well and and in turn, we.
• 16:51
  Speaker 3: We then are able to better, um, sell, sell the candidates to the hiring manager, having kind of done that pre-screen with them, and have a better understanding.
• 16:58
  Speaker 3: Um, we do review all application.
• 17:02
  Speaker 3: You know all applications, so nothing's ever I get asked this all the time, yeah, yeah yeah, absolutely, and you know you kind of see that type of thing all the time, don't?
• 17:11
  Speaker 3: You know social media, where you know you'll say I applied for a job, never heard back, type of thing.
• 17:14
  Speaker 3: And we do review all of our applications and sometimes there are there are many, many applications that we receive, uh, but you know, just know, if, for those listening, if you are thinking about career and you want to apply, you will hear back from us and, um, I think we pride ourselves on making sure that everybody is kind of, you know, we reach out to everybody, um, whether that you know they're suitable or not for the role.
• 17:34
  Speaker 3: Um, the interview process is, uh, you know, usually quite straightforward.
• 17:40
  Speaker 3: We don't like to over complicate things, we don't like to add, you know, additional interviews where there doesn't need to be.
• 17:46
  Speaker 3: Um, most cases tend to be kind of a two-stage process with the hiring manager.
• 17:50
  Speaker 3: Um, and a lot of the time we do kind of coffee chats, informal coffee chats with hiring managers, which is, I think, is a great thing, um, and it, you know, it gives the opportunity on both sides to kind of assess suitability for the vacancy, um, rather than kind of going straight into formal interviews.
• 18:06
  Speaker 3: Uh, sometimes it's best to kind of explore that in an informal setting and kind of get a good feel both sides, both from the candidate perspective and the business perspective as well.
• 18:14
  Speaker 3: So, fairly straightforward in terms of that process, and we don't like to, as I say, we don't like to overcompensate, sorry, overcomplicate, and I think, given the market at the moment there's you know, things move, things move quickly opportunities, people have kind of multiple opportunities, um, because people are applying for lots of different vacancies and we don't want to lose the talent either.
• 18:34
  Speaker 3: So, uh, you know, it's always in our benefit to move through the process quickly.
• 18:40
  Speaker 1: What about flexible working?
• 18:41
  Speaker 1: Do a lot of your roles.
• 18:42
  Speaker 1: Consider that.
• 18:43
  Speaker 3: Absolutely so.
• 18:45
  Speaker 3: Again, it differs slightly from entity to entity.
• 18:48
  Speaker 3: I'd always, you know, put that caveat out there, but there are many different opportunities.
• 18:53
  Speaker 3: I think in terms of hybrid working, it's a great thing.
• 18:57
  Speaker 3: So most of our businesses operate two days a week in the office and I know there's multiple businesses that are kind of you asking people to go back.
• 19:05
  Speaker 3: You know, three, three, three days.
• 19:08
  Speaker 3: So I think two days is quite a fair, you know, fair request.
• 19:12
  Speaker 3: Really.
• 19:13
  Speaker 3: We have multiple sites, as Lauren mentioned earlier.
• 19:15
  Speaker 3: So we, you know, we have London in in the UK and I we've got London, manchester, birminghamgow, birkenhead.
• 19:22
  Speaker 3: So lots of different offices, um, the glasgow, birmingham, a smaller office, more of a kind of satellite office, um, but certainly london, manchester, um, we have two offices in manchester actually, um, two offices in manchester, london and birkenhead.
• 19:38
  Speaker 3: They're really sizable offices, so it's hoped for people to kind of go in and and meet with each other, um.
• 19:43
  Speaker 3: And then, in terms of flexible working patterns so, aside from the hybrid, we we have multiple options there um, I think some entities are a lot more flexible in terms of their approach and some entities have kind of no core hours.
• 19:57
  Speaker 3: Really, as long as you're doing your, your hours across the week.
• 20:00
  Speaker 3: I know some.
• 20:01
  Speaker 3: For some that's not, that can't be the case, and certainly for some of our remote workers that can't be the case because the expectation is they're going to be on site there.
• 20:08
  Speaker 3: You know they have to be there.
• 20:09
  Speaker 3: But yeah, I think there's a wide range of opportunity and, and you know from my personal experiences I'm a mother and I have always found that I've got, you know, lots of support of being a mother and being able to kind of do that alongside my job.
• 20:26
  Speaker 3: I don't feel I've ever, in the three point five years that I've been in Munich, I've never felt like I'm not supported to be a parent, a full time working parent, and that, you know, that's been a great thing for me and really supports me in my parenthood.
• 20:42
  Speaker 3: So, yeah, it's a great place to work in terms of that.
• 20:46
  Speaker 1: That's really good to hear.
• 20:47
  Speaker 1: Thank you.
• 20:47
  Speaker 1: This might be for you, Lauren.
• 20:50
  Speaker 1: How does Munich Reit prioritise diversity, equity and inclusion in its hiring practices to create a more inclusive workplace?
• 20:59
  Speaker 2: Well, first and foremost, I'm here, so that's probably a first big indicator that it's really important to us, because we actually have a dedicated DITA partner, and my role is very much encompassing the making sure that we are looking at diverse talent pipelines and also ensuring that we have equitable and inclusive recruitment processes right the way throughout our region processes right the way throughout our region and whilst we're talking about the UK today, it is probably pertinent to mention that we that my region is actually UK and Ireland plus the rest of Europe and Latin America, so it's not just based in the UK where we're looking at these things.
• 21:36
  Speaker 2: It's far, far wider than that.
• 21:38
  Speaker 2: If you've got any people on your call today or any people within your network that actually are interested in working in Ireland, we've've got a Dublin branch as well, so we've got lots of other places that we look at this for, and it's not just the UK that are focusing on this.
• 21:52
  Speaker 2: However, in the UK, we have a dedicated DEI team, so a whole department dedicated to DEI.
• 21:59
  Speaker 2: I work really closely with them as the DEI TA partner, and we also have a global governance structure as well, which looks after DEI for the entirety of the globe.
• 22:08
  Speaker 2: Obviously, different countries are going to be in different parts of their journey and I would say that in the UK and I, we definitely centre it a lot within what we're doing with regards to our business strategy, um, but one of the ways in which I'd say we've really centered our recruitment practices into looking at inclusivity is we as a di team, we created a um inclusive and equitable recruitment best practice guide, so that has been delivered to our ta teams.
• 22:41
  Speaker 2: That is, that is.
• 22:43
  Speaker 2: It's a really large document.
• 22:44
  Speaker 2: I can't remember how many pages I've made you read through Sash, but it's quite a lot.
• 22:50
  Speaker 2: Um, yeah, it's, it's a great document and basically what we did is we gathered lots and lots of industry research with regards to recruitment best practice with a DEI lens.
• 22:59
  Speaker 2: It's got about 40 different suggestions in there.
• 23:02
  Speaker 2: Now there are going to be some recruitment practices we absolutely already do, but there's also a lot that we could maybe do better.
• 23:09
  Speaker 2: And it's even better if feedback for our teams and that's how we centre our recruitment practices is not only do we say this is what we'd like you to do, but we document it and we work through that as a team.
• 23:21
  Speaker 2: So I have regular meetings with my team to talk about where they're up to with those implementations of the suggestions and what they're doing.
• 23:28
  Speaker 2: And the other thing that we do is we have our strategic partners.
• 23:32
  Speaker 2: So, with yourselves, investing in Women, we also have six other recruitment strategic partners that we work with, with um and the.
• 23:49
  Speaker 2: The way we've, the way we've worked with you most closely for us is to think about how we are creating those diverse talent pipelines for us and reaching candidates that wouldn't necessarily have have had access easily to munit read before um, and that's through things like this being able to talk about us, tell your network all about us.
• 24:04
  Speaker 2: Also, we do lots of great work with regards to your job boards and your outreach programs to your network as well.
• 24:13
  Speaker 2: It's really important for us to think about how we reach our candidates, and it's not just the traditional ways, because, as we all know, they're not the ways that we can get the best candidates or get them to see us as much can get the best candidates or get them to see us as much.
• 24:27
  Speaker 2: And in addition to that, with the fact that, as a TA team, we're always going to work with recruitment agencies, for instance, we made sure that the, the agencies that we use, are an extension of us in terms of our strategy and what we do in the inclusive recruitment space.
• 24:40
  Speaker 2: So last year what we did was held a DEI insights event for all of our agencies that we use and we educated them on our DEI strategy, on the governance that we have for DEI.
• 24:52
  Speaker 2: So our UK and I Council look after tons of cultural events for us right the way.
• 24:57
  Speaker 2: Throughout the year.
• 24:58
  Speaker 2: We talked to them about what we're doing in that space, we talked about our employer branding and we also delivered a tailor-made dei training as well.
• 25:06
  Speaker 2: Um, it was really really well received by our agencies and it was a great in-person event, so much so that, um, we're actually thinking about doing it in a virtual space so that we can reach a wider audience, so we can go all the way right across europe and latin america this year.
• 25:20
  Speaker 2: So definitely watch this space on that one brilliant.
• 25:24
  Speaker 1: How does munich really support their employees development and growth?
• 25:28
  Speaker 1: So what learning and development opportunities are available if people do join?
• 25:32
  Speaker 2: so we've got a ton, in all honesty, and it depends entirely on your learning style.
• 25:37
  Speaker 2: So obviously a lot of people really like informal training.
• 25:41
  Speaker 2: Others prefer to do it in a different way and maybe the mentoring way, and what we've got with regards to our formal stuff is accelerated development programs.
• 25:51
  Speaker 2: We've got mandatory training that everybody gets to go through, so that will be the very specific things to the insurance industry or the legalities.
• 25:59
  Speaker 2: We've also got a really great learning curriculum through our talent management team and they have a whole range of courses that you can go on and you can pick and choose which courses you'd like to attend and you're able to talk to your manager about what's going to be best for your development, and they can be very specific to your job, but they can also be really broad topics like how to present with impact, for instance.
• 26:25
  Speaker 2: And another one that I went on that I found really useful was about personal brands and about how you build your personal brand, which I think is really useful, particularly for females.
• 26:38
  Speaker 2: We can find it really difficult to promote ourselves.
• 26:42
  Speaker 2: We can find it really difficult to, I guess, speak up in places where we're not necessarily used to speaking up, and the personal brand piece that we do I felt was really valuable to me.
• 26:53
  Speaker 2: We also have LinkedIn Learning, and LinkedIn Learning is vast.
• 26:57
  Speaker 2: You can pick and choose any subject matter that you want to learn about in that.
• 27:01
  Speaker 2: I've taught myself a few tricks on Excel, for instance, and there's Power BI training on there.
• 27:10
  Speaker 2: There's things about organization, there's stress management, mental health courses lots of different things you can do.
• 27:14
  Speaker 2: We also have.
• 27:16
  Speaker 2: We also have it's not necessarily a program whereby you opt in through talent management, but you can absolutely have a mentor within the business if you want one.
• 27:26
  Speaker 2: I know I'm actually a mentor to somebody within the business and it's a really wonderful way for us to connect with different people from different teams.
• 27:34
  Speaker 2: And I guess also think about the type of things that you don't necessarily want to talk to your manager about, what you want to maybe work on outside of that and have the the freedom to be able to explore things in a different way with a different person.
• 27:48
  Speaker 2: So that's that's a really wonderful way.
• 27:50
  Speaker 2: I think that we help with development as well oh, I'm getting so many ideas trying to.
• 27:55
  Speaker 1: You've got really really good organizations, a lovely culture.
• 27:58
  Speaker 1: Um, what advice?
• 28:00
  Speaker 1: Finally, what advice would you give to somebody that wants to start or grow their insurance career, particularly at moonery?
• 28:08
  Speaker 3: should I take that one um, I think the one of the most uh kind of exciting things, I would say, um, we are uh offering more and more um apprenticeships uh and graduate programs um, certainly we have a lot of camp kind of campus activity happening um this year and and and looking to kind of continue to build that uh certainly next year um, and some of the brands are further ahead in that space uh, but I know, for example, munich speciality global markets they had their first kind of round of apprentices this year and again with apprenticeships, you know we don't that doesn't always have to be, you know, kind of school and college leavers.
• 28:55
  Speaker 3: That can be, you know, people at any age, which is great.
• 28:58
  Speaker 3: We will support and again, from a development perspective, we'll support that.
• 29:01
  Speaker 3: You know, for our current colleagues that already are working with us, as I say, I think we're very open to people that are coming from outside of the insurance sector.
• 29:12
  Speaker 3: So don't be afraid to put that application in.
• 29:17
  Speaker 3: I would say, you know, if you're not coming from insurance, don't be afraid to put that application in.
• 29:22
  Speaker 3: You know we will be wanting people to kind of bring their skills from other sectors.
• 29:27
  Speaker 3: You know, and certainly we've had lots of success for people in that space.
• 29:31
  Speaker 3: So, yeah, just don't be afraid to put that application in.
• 29:34
  Speaker 3: And you know, going back to you know, kind of statistically, you know, I know sometimes women are less likely to apply for a role.
• 29:41
  Speaker 3: If you know, if we don't hit 100% of the job description, don't let that hold you back, you know?
• 29:46
  Speaker 3: Um, that's that would be my advice oh, great advice.
• 29:50
  Speaker 1: So where can remind people where they can find your vacancies, what your?
• 29:53
  Speaker 3: website.
• 29:54
  Speaker 3: So um the the careers page, if you um, you can just go to um wwwmunitreecom, forward slash careers and you'll find our careers page there again.
• 30:07
  Speaker 3: That is right across the board.
• 30:10
  Speaker 3: So that is all of our vacancies on a global scale.
• 30:13
  Speaker 3: So you know, you might fancy a stint in another country then, then please go and check those vacancies out as well.
• 30:19
  Speaker 3: But there's lots of available available roles at the moment in the UK, and I as well.
• 30:25
  Speaker 3: So lots to kind of check out and look at.
• 30:28
  Speaker 3: Yeah.
• 30:30
  Speaker 1: Brilliant.
• 30:30
  Speaker 1: Well, thank you so much for your time, sasha and Lauren.
• 30:33
  Speaker 1: Thank you so much to everybody that has watched and listened, whether live or on the replay.
• 30:37
  Speaker 1: I've really enjoyed our chat, so thank you, thanks, elizabeth, thank you, thanks all you.
• 30:42
  Speaker 1: Thanks, elizabeth thank you, thanks all thank you for listening to another episode of the work.
• 30:51
  Speaker 1: It like a mum podcast.
• 30:52
  Speaker 1: If you enjoyed this episode, please rate, review and subscribe, and don't forget to share the link with a friend.
• 30:59
  Speaker 1: If you're on linkedin, please send me a connection request at elizabeth willett and let me know your thoughts on this week's episode.
• 31:06
  Speaker 1: You can also follow my recruitment site Investing in Women on LinkedIn, facebook and Instagram.
• 31:11
  Speaker 1: Until next time, keep on chasing your biggest dreams.