It is easy to understand why so many are concerned about the UK's imminent departure from the European Union, and it is laudable that Zurich have sought to lead the discussion on how best to prepare for what is to come.
The insurance sector, however, has struggled to secure (and also develop) talent for some time in the UK, and there is a great concern that much of the knowledge and expertise will soon retire from the industry and that there will be a dearth of experienced leadership.
Talent acquisition for the insurance sector has been my life for over 12 years, but invariably I am asked to source that talent from competitor firms, rather than being allowed the freedom to be creative with my search. Personally, I don't believe that there will be any more difficulty post-Brexit in securing quality talent than there is already - the UK government will work hard to support business, and if anything laws are likely to be relaxed in the immediate aftermath of the negotiations to make the UK as attractive as possible for experienced professionals.
There is a long way to go before any of us has any real clarity on what an independent UK will look like, and I would urge all employers and decision makers to become creative with their own workforce, and at the very least (in a time when numerous redundancy programmes are announced on a regular basis) encourage re-skilling of their existing talent pool.
Recruiting and retaining staff Theo (Leonard, Head of Business Stakeholder Engagement at the Department for Exiting the European Union) explained that, in DExEU’s discussions with businesses since its establishment last July, access to talent had been the issue raised most consistently. “We have received a very clear message from businesses up and down the country that being able to access talent and attract skilled staff is a real concern,” he said. “A very specific part of the early negotiations will focus on workforce issues, such as the future status of EU citizens already working here.”