Tell us a little bit about your agency, Rathbun Insurance.

My agency was founded in 1956 by my grandpa’s two brothers. I’m the third generation of Rathbun at the helm. After completing my first stint here at age 7, I came back for round two after graduating from Michigan State University. We pride ourselves on immersing the agency within the community. Not only do we provide outstanding risk management advice and competitive rates, but our team is what really sets us apart. I may be biased, but I feel incredibly blessed to lead this team of rockstars. 

As an instrumental supporter of the Big "I" Diversity Council, why do you think building an agency culture of diversity and inclusion is another important step agencies should take to become even more competitive? 

We are long past simply recognizing the business case for diversity. It’s better for your bottom line. Creating a diverse workforce will make you stand out from your competitors in a good way and show that you align with customers who also place importance on diversity. Creating a more diverse workforce isn’t only a value-added bonus for the next generation of workers, it is expected. This only increases your ability to innovate and attract a more diverse talent pool.  

What would be your tip to an agency that wants to address diversity in their hiring process but doesn’t know where to start?

I’m proud to say I have officially transitioned all of our advertising dollars to direct donations to nonprofits. I’ve found it much more effective to relentlessly support the community than to post up on a billboard or radio commercial. Our customers think “community” when they think of our agency, and that is because we put our money where our mouth is. We have been running the Quotes for a Cause program for the last eight years that donates $1,000 a month to a local nonprofit. This allows us not only support large nonprofits, but to raise money—and awareness—for many smaller, local organizations. Many of these organizations are run by diverse leaders and don’t always have as large of a reach. Getting genuinely engaged with those who serve our community allows us exposure to diverse populations that only makes us better.  

Can you share some strategies for sourcing candidates from underrepresented communities? 

Make sure your website passes the “website test.” If a diverse candidate looks at your website and sees no diversity, there aren’t even going to consider applying. Before you can even begin sourcing candidates, work within your own team to make sure you have the support structure to effectively mentor and train new employees. So often I find employees get blamed for not succeeding when their management team doesn’t give them the tools necessary to succeed. Diversity really comes down to treating each individual like their own human being. That has nothing to do with race, gender, so on. Each individual human being needs an individualized plan on how to succeed based on how they show up in the workplace. Support your team how they need to be supported. 

Once you have a supportive internal structure, make sure you are surrounding yourself with people who don’t look like you. My agency is only as strong as the team that executes the mission. In order to effectively serve our community, we have to reflect our community. This is done by getting uncomfortable and placing ourselves in unfamiliar situations. Getting involved in the National African American Insurance Association was a great place to start. We have also found success in building a pipeline of students from several local high schools through a mentorship program. This program places students in one-on-one structured mentor relationships over the course of a semester. 

What are some of the top excuses you’ve heard for why people are not addressing diversity in their hiring process?

What advice do you have for people afraid to make mistakes in their journey to diversity and inclusion?

We are going to make mistakes along the way. But to behave like we have in the past isn’t going to cut it in the future. To make progress on diversity as a white male leader, I must be humble, admit what I don’t know, and listen as I learn to evolve.