Elite Women Highlight Female Insurers in Asia Pacific
In the Asia‑Pacific insurance market, the 2025 Elite Women list showcases senior female executives whose achievements reveal both progress and ongoing challenges for gender equity in the sector.
Recognition of top performers and the gender gap
The Insurance Business team identified 71 winners after a rigorous assessment that weighed leadership impact, innovation and commitment to societal wellbeing. The ceremony reveals a paradox: while women are well represented in many firms, men still dominate the highest pay quartiles. Data from Australia’s Workplace Gender Equality Agency shows men occupy the majority of upper‑middle and senior salary bands in financial and insurance services, even though they are a minority of the overall workforce.
In New Zealand, the Ministry for Women reported a 29.3% gender pay gap in the same sector as of June 2024, far exceeding the national gap of 8.2%. The Financial Services Council NZ warned that the gap “reflects systemic barriers, unconscious bias and inequities in the workplace.” Meanwhile, the OECD’s 2024 Social Institutions and Gender Index (SIGI) indicated that many Southeast Asian societies still view a woman earning more than her husband as problematic, and question whether a mother’s paid work harms children. These figures suggest that cultural attitudes and pay structures continue to impede women’s advancement.
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Traits that set the Elite Women apart
Respondents to the IB survey highlighted five recurring qualities among the honorees: resilience under pressure, a commitment to mentoring peers, transparency in professional dealings, the ability to build trust, and a strategic view that drives industry progress. One comment described a leading figure as “a force to be reckoned with. She carefully picks her battles, stands up for herself and the women in her circle and is an example to other women for what can be accomplished.” Other remarks praised the honorees for “driving positive change, empowering others and leading with integrity, vision and determination.”
Emm McCartney, a financial adviser and business owner, integrates insurance into broader financial planning. She says, “When it comes to insurance, I’ve always been about the claims,” and notes the personal impact of paying out $9 million in claims for her clients. Her approach demonstrates how women in the industry can combine technical expertise with client‑focused service.
These stories illustrate how individual commitment can offset structural obstacles, yet the broader data remind us that systemic change remains necessary.
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From a practical standpoint, the rise of these leaders matters most to the employees and clients they serve. When a senior executive prioritizes mentorship, junior staff—especially women—gain clearer pathways to advancement, which can gradually shift the gender composition of higher‑pay roles. Likewise, a focus on transparent pay practices can help close the documented gaps, allowing talent to be rewarded based on performance rather than outdated expectations.
Industry implications
IB’s own data confirms that while strides have been made, equal pay and representation are still works in progress. The organization calls for industry‑wide commitment to dismantle systemic barriers, noting that “women continue to face structural obstacles to advancement.” Experts suggest that embedding diversity metrics into performance reviews and expanding gender‑pay analyses could accelerate progress.
Overall, the 2025 Elite Women list provides a snapshot of both achievement and the work that remains. By spotlighting leaders who blend resilience, mentorship and strategic vision, the insurance sector gains examples that can inspire broader cultural shifts, even as policymakers and firms grapple with entrenched pay gaps and societal attitudes.
