By Mia MacGregor

March 31 - (The Insurer) - Insurance industry LGBTQ+ network Link has unveiled a new job board to connect members with employers that actively support DEI as the organization’s U.S. co-chair Chris Reilly hailed the group’s backers in the face of mounting anti-DEI sentiment from the new U.S. presidential administration.

While established in London, Link now has chapters based in Canada, Bermuda and the U.S. There is also Link Up North, an LGBTQ+ network that serves the UK’s insurance industry outside of London.

Link – an acronym of LGBTQ+ Insurance Network - has a stated mission of making the insurance industry the employer of choice for the LGBTQ+ community.

It seeks to achieve that aim by supporting the attraction and development of LGBTQ+ talent into, and within, the insurance industry.

Link also engages and collaborates with market participants, the LGBTQ+ community and diversity networks to foster inclusion and acceptance within the workplace.

Reilly said Link provides members with a vital sense of connection and community within the insurance industry, particularly for those who may not feel comfortable being out at work.

“They may work in an environment that's not inclusive, or for a boss who is homophobic, and being a part of Link helps them build that sense of community,” he said.

Christopher Aloussis, co-chair of Link Canada, underscored the job board's value, particularly in an industry where workplace dynamics can shift unexpectedly.

“Even if you have a good relationship with your organization, things can change suddenly. Now, there’s a fully vetted opportunity to move to a company that won’t suddenly shift its policies,” he said.

Aloussis also noted that the platform streamlines networking, making it easier for members to connect with potential employers.

“What you're getting is quick access to real opportunities at sponsor organizations, something that used to happen only through casual conversations at networking events,” he said.

Link’s new job board features live job postings from the organization’s sponsor and network companies across the UK, U.S. and Canada. It is hoped the board will help LGBTQ+ talent find opportunities at organizations committed to fostering inclusive workplaces.

The initiative comes at a crucial time in the U.S., where the rollback of DEI policies under the Trump administration has created uncertainty around corporate commitments to inclusivity, Reilly noted.

Aloussis said the job board has strengthened the Link’s chapters across regions, providing a consistent resource for all members.

“What I really like about it is that it helps showcase Link as a global brand. The advocacy work we’re doing is having a far-reaching impact.”

While discussing the launch of the job board, Reilly also hailed the group’s sponsors for their continued support against a backdrop of President Trump’s DEI pushback.

“The intentions of this administration are clearly anti-LGBT, and so everyone's trying to figure out how to position themselves,” Reilly said.

He noted that some companies have become less vocal about DEI efforts, opting to stay under the radar to avoid potential backlash.

“Some of these companies might not be as visible for certain things than they had in the past. And I think for the LGBTQ+ community specifically, that's where we're seeing and feeling it the most,” he said.

“It's easier to say nothing and not create a target on their back than to be out there.”

However, he emphasized that many organizations remain steadfast in their commitment to supporting DEI professionals and advancing inclusive workplace strategies.

Reilly highlighted Link’s partners as one example of how companies are continuing to publicly support DEI initiatives.

Link’s partners include Axis, Marsh McLennan, Canopius, Starr Insurance, NFU Mutual, Projective Group, Allianz, Specialist Risk Group, Sompo, Convex, Phoenix, Tokio Marine Kiln, Amwins, Clyde & Co, FSCS, Howden, HDI, Brit, Arch, Gallagher, Aegis, Direct Line Group, Pacific Life Re, CFC, Miller, Markel, Lockton, Lloyd’s, the Chartered Insurance Institute,and Beazley.

Reilly has previously emphasized thebusiness case for diversity. Speaking to The Insurer last year, Reilly cited studies showing that diverse teams outperform homogeneous teams by 80 percent.

“Companies with strong DEI policies tend to outperform those without strong policies in revenue by 20 percent,” he said. “So when you look at those statistics, you think, why would anybody not be more inclusive?”