YPG committee requirements
YPG Mentoring Scheme – new programme coming soon
Please see below ‘a cheering message from your IRLA YPG Chairman’
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 either:
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:
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.
*following attendance of the preceding Link & Learn event (free of charge)
**Click here for a list of books and resources in the Secretariat office for use by YPG Members.
The IRLA YPG was launched in 2013 under the chairmanship of Hannah Vaughan, of PricewaterhouseCoopers LLP. Since inception, membership has grown to almost 400 members.
As a member of the IRLA Young Professionals Group, you have the opportunity to acknowledge and record all of your achievements via participation with the group. As such, we have created a Learning Logbook where you can keep this record, find out more about what the IRLA YPG has to offer and provide feedback on our events and training. There is also a chance of winning a prize if you submit your completed logbook to Secretariat by the due date. Click the link below to download and save your editable copy.
Please note that you do not have to complete the logbook in full before submitting.
Nominations can be made for the 2020 award and is open to all members of the Young Professionals Group; the deadline for nominations is 30 September 2020. The winner will receive their award at IRLA Congress 2020 in Brighton.
The Award is for a young professional who has demonstrated:
• Outstanding Business Outcomes
• Outstanding Customer/Client Service
• Outstanding Leadership
If an IRLA young professional that you have worked with has demonstrated any of these qualities, you are invited to submit nominations by email to email@example.com by Wednesday September 30, 2020.
Your nomination should include a description (no more than 350 words) of the achievements of the IRLA Young Professional member and you must provide evidence of why you believe they fulfil the Award criteria. This must include support from their line manager and peers and/or clients.
Our 2018/2019 award winner was Jennifer Connolly from Weightmans LLP.
“I am delighted to have been chosen as IRLA’s Young Professional of the Year. Being a YPG member has provided me with many opportunities and guidance as I progress in my career and I have greatly enjoyed being involved in all of the opportunities they make available to members, including the mentoring scheme and being on the YPG committee. I am grateful to my employer Weightmans for encouraging my participation and look forward to the next year of personal development, networking and learning opportunities.”
Click here to see Jennifer’s acceptance video.
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
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.
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.