Young Professionals Group


About Us

The IRLA Young Professionals Group (YPG) is a platform for those aged 35 and under (or anyone new to the sector), from all disciplines, working in and with the insurance and reinsurance industry, to network, share experience, learn new skills and develop talent. Membership of the YPG is through your organisation’s corporate membership – if you wish to enjoy YPG benefits please contact us to find out if your company is a member.

The IRLA YPG aims to make an active contribution to the legacy sector by organising regular networking events and providing a series of accredited training sessions which promote:

  • peer interaction –  better connecting young professionals and laying the foundations of industry communication for the future
  • personal development – providing an opportunity to learn and progress within the industry
  • development of relationships – by interaction in peer groups as well as with more senior members of the market
  • building skills – by providing interactive sessions to help build both technical and personal communication skills.

LinknLearn and other YPG events

The YPG’s LinknLearn sessions provide members with the opportunity to join in professional training, either as a presenter or participant, with peers in all areas of the legacy sector. Previous LinknLearn sessions include: An Introduction to the London Market, M&A and Restructuring; A Mock Arbitration, Possible Future Claims; and the Basics of Solvency II. These sessions are followed by networking drinks.

As well as the LinknLearn sessions, the YPG also host several social events, such as networking drinks, crazy golf quizzes and bowling.

All YPG are also encouraged to attend the learning and development sessions and social events with the wider IRLA group. IRLA aims to provide every YPG member with up to 12 hours free CPD each year. Click here for the events diary.

Benefits of being a YPG Member

  • Access to YPG specific events including CPD Accredited LinknLearn (free of charge) and social events
  • Access to IRLA events including training, networking and social events
  • *Discounted prices on Academy courses
  • Opportunities to speak and meet directly with respected members in the industry
  • An opportunity to be nominated for the IRLA YPG of the Year Award (see below)
  • Involvement in IRLA’s mentoring programme

*following attendance of the preceding LinknLearn event (free of charge)

The IRLA YPG was launched in 2013 under the chairmanship of Hannah Vaughan, of PricewaterhouseCoopers LLP. Since inception, membership has grown to almost 420 members.


IRLA Young Professional of the Year Award 2021

This award was introduced to recognise a young professional employed in the legacy market who has demonstrated:

• Outstanding Business Outcomes
• Outstanding Customer/Client Service
• Outstanding Leadership

This award is not just about contribution to the profits or prestige of an employer, but also having an external awareness of the sector from both a personal development and professional attitude in all of their business dealings.

2021 winner – Liam Bedford, Kennedys Law

Liam is a senior associate and practicing barrister at Kennedys’ Leeds office. After careful consideration, the judges selected Liam for the award, but he had to fight off tough competition from the other four nominees.

Liam whose nomination was submitted by colleagues along with references from two major insurer clients, said he was “thrilled” to win and thanked those who had put him forward. “Just to have been nominated is a real compliment so I’m absolutely thrilled to win, particularly when the competition was so fierce,” he said.

For the list of past YPG winners click here

The 2021/2 Awards will be made at Congress, May 2022 in Brighton and the deadline is April 15 2022 for nominations which must consist of no more than 250 words each from a senior colleague, a client and a peer.

IRLA YPG Mentoring Scheme

Mentoring has had huge impact for me. For the first 10 years of my time in the London Market it was sink or swim, but then I found myself with a manager who took time to help me adjust my attitudes to match my business skills. He made it clear that railing against the obviously unfair – gender – regime that was the London Market (and my firm) was not the way to succeed. I had to gain insight, develop connections and create networks, in other words the three strands that would ultimately make the change for me, if not the whole marketplace. Since this time, I have participated in more informal career chats as both a mentor and mentee. As part of my career development I have enjoyed sharing my own hard gained wisdom and by talking to others, quite often younger than myself, I have obtained solutions on career and work aspects that I had seen as a blind alley.
Leslie-Ann Giovnilli, Head of Academy

Diversity & Inclusion

We will foster an inclusive working environment where difference is embraced and where people feel valued and respected. We incorporate equality into our core objectives, making every effort to eliminate discrimination, create equal opportunities and develop good working relationships between different people.

IRLA Code of Conduct

The IRLA Board believe that an important principle of leadership is to set a positive example regarding fair and ethical behaviour, and that IRLA members will respond positively in their own behaviours based on what they see of the Board’s conduct. The Board pledge to treat all members with courtesy and ask the same in return. The Board also asks that members treat fellow members and Association/AMS staff with respect, without aggression, abuse or harassment.

Association Directors and Association/AMS staff have the right to perform their duties and to assist others without fear of being assaulted, threatened, verbally abused or discriminated against. Any actions, unintentional or otherwise, whether physical or verbal (including threatening or abusive language made in person, over the telephone or in written communication), which cause members, Directors or Association/AMS staff to feel threatened, uncomfortable or embarrassed are unacceptable and will not be tolerated.

A single incident can amount to harassment and will be treated seriously. Any reported act or threat of physical or verbal abuse, or discrimination will be reported to the member’s employer with details of the incident.