Female Insurers Lead Growth Across Asia Pacific
Female leaders in insurance are reshaping the Asia‑Pacific market, yet the numbers reveal a split between workforce participation and senior‑level representation.
Workforce composition versus senior‑level presence
Across the region, female staff outnumber their male counterparts in several key markets. Australia reports 183,192 women to 163,058 men, Hong Kong 40,000 to 24,800, New Zealand 41,000 to 30,500, and Singapore 123,600 to 111,700.
Despite these ratios, a gap emerges at the top. Jean Pierre Hung, managing director of LMA Recruitment, describes the situation as “pipeline leakage.” He notes that “in many Asian markets, women account for around 50–58% of the workforce at entry and mid‑levels… Where APAC clearly lags is at the top of the organisation.”
Industry surveys echo the sentiment, with roughly two‑thirds of senior respondents saying there are too few role models for younger aspirants, and just under half believing gender has limited their own advancement.
Related: Asia-Pacific’s top women in insurance lead change
Networks, programs and the road to parity
Formal development initiatives are beginning to shift the balance, especially in Australia and Singapore. Stephanie Connolly, general manager for Gallagher Bassett in Victoria, stresses that “there is still work to be done in APAC to build women’s influence and decision‑making power, particularly at the executive and board levels.”
The Insurance Business Elite Women 2026 report lists 70 high‑impact professionals who have risen to senior underwriting, distribution and corporate roles. Most winners are based in Australasia, highlighting the region’s deep bench of talent.
Average tenure among the cohort is 20 years, indicating that reaching senior ranks often requires long‑term perseverance. The data also shows that more than eight in ten firms have formal equal‑pay policies, though gaps persist without rigorous monitoring.
Looking ahead, the industry’s next step may involve embedding mentorship and transparent promotion pathways into everyday practice. If firms can convert policy intent into measurable outcomes, the talent pipeline could become more resilient, reducing the “leakage” that currently hampers progression.
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Sustainability focus and people‑first leadership
Liu Chunyen led AIA Singapore’s first Sustainability Report 2024, a milestone that earned a bronze award at the Asia Sustainability Reporting Awards 2025. She says the report “captured our sustainability journey and reinforced how its principles are integrated across our operations.” Under her guidance, the insurer launched a Sustainable Multi‑Thematic Fund targeting climate‑related challenges.
In a separate interview, Wong Sze Keed, AIA Singapore’s CEO, emphasizes a “people‑first” brand. She has partnered with Singapore Airlines Academy for a talent program, linked up with Nanyang Technological University for upskilling, and created an executive mentorship committee. As a result, women hold 40 % of senior leadership positions at the company, far above the regional average of roughly 20 % in C‑suite roles.
Operational highlights include automatic inpatient mental‑health coverage for over 1.3 million employees, the launch of the AIA+ super app, and a chronic disease management mobile platform. Business metrics show a 15 % increase in new‑business value for 2024 and a streak of gold awards for employee insurance provision.
These achievements suggest that when strategic vision aligns with social responsibility, performance can follow without sacrificing either goal.
