CAS Strategic Approach to DE&I

Our Vision for the CAS

Diversity

The CAS fosters and expands our diverse pipeline of candidates and leverages the collective insights, life experiences, and professional expertise of our diverse membership to advance the profession.

Equity

Our members and candidates come to the CAS from different backgrounds, and we strive to provide each of them with access to the education and skill-building opportunities that will help them pursue the actuarial profession and develop and advance in their career.

Inclusion

The CAS creates an environment in which sharing ideas is safe, welcomed and encouraged, each member’s unique perspective is valued, and individuals from all backgrounds are treated with respect.

Our Commitments

The CAS promotes involvement and advancement in the property/casualty (P&C) actuarial profession regardless of characteristics of a person’s identity. Our merit-based credentialing process, in which exam grading is blind to a candidate’s personal information, is an essential component of our structure, and one we will always uphold.

The CAS relies on data provided by our members and candidates to gain an understanding of the diversity of backgrounds from which they come.  We gather benchmarks from external sources to better illustrate where CAS has an opportunity to attract candidates from untapped talent pools. We perform studies to uncover potential barriers to entry to the profession that CAS may be able to address.

The CAS uses this information to identify and implement tactics to help us achieve our vision for the CAS.

Our Tactics

Click each box to learn more about the tactic and related initiatives.

Building Community

What

The CAS creates venues for actuaries to connect across companies, geographies, and industries. We promote opportunities for actuaries to connect with others with shared experiences. We encourage actuaries with differing personal and professional experiences and backgrounds to learn from and support each other.

Why

Connections foster a sense of belonging within the actuarial community. A sense of belonging creates a safer environment in which all members, regardless of background or role, can actively participate, share knowledge, learn from each other, and develop professional skills. It also enhances our members’ abilities to create broad professional networks that can empower them to advance their careers.

How

  • Reception Celebrating our Diverse & Global Community 2x/year at Spring and Annual Meetings
  • Get to Know Our Actuarial Diversity Network Partners at CAS conference roundtables
  • Disability & Accessibility Task Force (work concluded in 2023)
  • Promotion of networking events & opportunities hosted by actuarial organizations focused on diverse perspectives and experiences such as the International Assoc. of Black Actuaries (IABA), Org. of Latino Actuaries(OLA), Sexuality & Gender Alliance of Actuaries(SAGAA), South Asian Network of Actuaries(SANA), Network of Actuarial Women & Allies(NAWA) and Abacus Actuaries (Asian Actuaries)
  • Annual CAS/SOA Joint Committee on Inclusion, Equity & Diversity (JCIED) Diversity Symposium, launched in 2023
  • CAS Student Central membership program helps students and actuarial candidates to connect with each other and to network with practicing actuaries

Do you have an idea to help CAS build community among our diverse membership? Reach out to diversity@casact.org to share or discuss.

Fostering Dialogue

What

The CAS invites members and candidates to share their diverse viewpoints, suggestions and constructive criticisms. We commit to listening, carefully considering all feedback, and ensuring transparency regarding our decisions and actions. We also create opportunities, through research and professional education, for members to openly discuss challenging topics such as bias and discrimination in insurance.

Why

Respectful dialogue and sharing of ideas supports CAS’s continued improvement in supporting our members and the entire actuarial profession. It allows our members, volunteers and leaders to hear perspectives different from their own and expands actuaries’ understanding of the world in which the profession operates.

How

  • Members can observe CAS Board of Directors meetings and access minutes from meetings past
  • Members submit comments and suggestions through diversity@casact.org and web contact forms
  • Major strategic decisions are exposed to members to gather feedback and input
  • Perceptions of DEI strategy and initiatives measured and shared in Quinquennial (5-year) and Candidate Surveys
  • Town Hall sessions at Spring and Annual Meetings each year
  • Membership Linkage task force
  • Research paper series on Race and Insurance Pricing: 2022 - 4 papers published, 2024 - 4 papers published, 2025 - 2 papers coming soon
  • Educational sessions and roundtable discussions on bias topics at CAS conferences and webinars
  • Spotlight on Diversity Infographics promote dialogue on barriers to entry and advancement in the actuarial profession

Do you have an idea to help CAS foster respectful dialogue among our diverse membership? Reach out to diversity@casact.org to share or discuss.

Collaborating Strategically

What

The CAS proactively seeks out partnerships with external organizations to expand our reach to potential future members. We sponsor and partner with actuarial organizations committed to fostering diversity, equity, inclusion, and various perspectives to support their efforts to create a more inclusive actuarial profession. We work with international actuarial organizations to support regionally appropriate DEI efforts around the world.

Why

External organizations expand our access to a wider future talent pool, helping us build early awareness of the actuarial career. Actuarial organizations promote a sense of belonging for actuaries from a variety of backgrounds and provide networking, education and leadership development opportunities for all our members. International actuarial organizations help us support our community around the world in culturally appropriate ways, recognizing unique DEI challenges and opportunities in each country.

How

  • Sponsorship of events and advertisements through AISES, NCRF, SHPE, SACNAS, AWM, STEM Muse, oSTEM, ASCA and NCTM
  • Sponsorship and partnership with actuarial organizations focused on diverse perspectives and experiences such as IABA, OLA, SAGAA, SANA, NAWA and Abacus Actuaries
  • Collaboration with North American actuarial organizations: SOA, AAA, CIA, and The Actuarial Foundation
  • Joint DEI initiatives with SOA through the CAS/SOA Joint Committee for Inclusion, Equity & Diversity (JCIED)
  • Sponsorship and partnership with international actuarial organizations ASKH, AICT, ASM, CAA, SAS, ASP, IAI, PSOA, SOAT, AND IAV.
  • Participation in International Actuarial Association DEI events and discussions with actuarial associations around the world
  • Promotion of Global Dive In Festival
  • Discussion, collaboration and sharing our work on Race and Insurance Pricing with insurance and non-insurance organizations, including regulators, in the US and around the world

Do you have a suggestion for an organization that CAS should collaborate with on Diversity, Equity and Inclusion efforts? Reach out to us at diversity@casact.org to share or discuss.

Increasing Career Awareness

What

The CAS encourages high school and college students to consider the actuarial field and Property & Casualty practice.  We collaborate with universities and student and STEM-focused organizations to expand our reach to students. Our statistics and benchmarking data show that individuals from certain backgrounds and groups may be underrepresented. We strive to increase awareness of the actuarial profession among these students. We equip teachers and counsellors with resources to share with their students.

Why

The actuarial profession is often dubbed a “best-kept secret,” and many actuaries find the field through a family member or friend. We can create more intentional opportunities for students to discover the career and access support resources. Our focus on early awareness aims to address key barriers to entry experienced more significantly by students from underrepresented groups.

How

Do you have an idea to help CAS increase awareness of the actuarial career among high school and college students? Reach out to diversity@casact.org to share or discuss.

Reducing Financial Barriers

What

The CAS supports financial accessibility of actuarial exams and study resources. We consider a broad range of criteria to assess the need for support in pursuit of the profession amongst people from many different backgrounds. We partner with the Society of Actuaries and Diversity Network Partners to provide this support and gather input from our diversity partner organizations and JCIED volunteers.

Why

Exam fees can be an unnecessary barrier to entry to the profession or discourage candidates who fail an exam attempt (something that happens to most people) from re-taking the exam in another sitting. Exam support can alleviate concerns with respect to exam fees and study materials, encouraging candidates from various income levels and financial assistance needs to pursue the actuarial career and persist on the exam pathway without financial barriers.

How

  • 2018 Barriers to Entry report provides recommendations for increasing financial support for education and exams.
  • CAS/SOA Actuarial Exam Support Program, launched May 2024, aids candidates with exam fees and study materials
  • International exam fee discount program 
  • Student discounts for CAS exams and DISC courses
  • Free DISC Exam Registration for candidates completing the CAS Student Central Summer Program
  • Free CAS higher exam registration for candidates completing the CAS East Asia Student Central Summer Program
  • CAS Trust Scholarship for University students pursuing the P&C actuarial profession

Do you have an idea to help CAS reduce financial barriers to entry to the actuarial exam pathway? Reach out to diversity@casact.org to share or discuss.

Enhancing Accessibility

What

The CAS provides reasonable accommodations to exam candidates with a variety of disabilities and conditions. We accommodate special needs of conference attendees to ensure that all members can fully participate in continuing education and networking opportunities. We review and update our standard processes to incorporate practices that increase inclusion across our community.

Why

Disabilities and conditions, as well as temporary circumstances like pregnancy and nursing, should not create additional barriers to exam success and candidates have the right to reasonable accommodations for such conditions. Some circumstances can make participation in CAS in-person or virtual events more challenging. We strive to remove those barriers to participation so members can get the full benefit of learning from and engaging with their community.

How

  • Special Exam and Conference accommodations upon request
  • Standard accessibility offerings, including:
    • Floating Exam Break introduced May 2023
    • Accessible seating clearly denoted at conferences
    • Accessibility guidelines provided to conference presenters
    • Quiet Rooms and Nursing Rooms (upon request) at CAS Big 5 Conferences
    • Live Captioning option on virtual events
    • Subtitles in English and several other languages on UCAS Recorded sessions
  • Updated communications and process for requesting accommodations developed by 2023 Disability & Accommodations Task Force

Do you have an idea to help CAS improve accessibility for all members and candidates? Reach out to diversity@casact.org to share or discuss.

Developing Inclusive Leadership

What

The CAS leverages the efforts and networks of our partners to expand our pipeline of future leaders. We promote leadership opportunities through several channels to help attract and develop future leaders and expand our candidate pool. We provide optional education to help actuaries manage diverse teams and create inclusive work cultures.

Why

A group of leaders with varied perspectives can provide the CAS with a broad range of insights to inform decisions that impact the future of the CAS. We acknowledge that future leaders of the CAS can advance through the ranks of CAS groups and/or through work done with other organizations whose initiatives benefit the actuarial profession. CAS members volunteering with other actuarial groups are developing leadership skills and perspectives that are valuable to the CAS.

How

  • Annual Leadership Summit brings together CAS volunteer & staff leaders as well as CAS-volunteer leaders of Regional Affiliates & Diversity Partner Networks for strategic planning and leadership development sessions
  • Spotlight on Diversity Infographics track representation of various groups among members, volunteers, chairs, conference speakers, and Board/Executive Council levels to understand the diversity of CAS leadership
  • Promote calls for session proposals and calls for nominations, and Leadership Development Committee offerings through a wide variety of channels, including  through our Diversity Network Partners, to increase awareness and encourage pursuit of leadership opportunities
  • Offer optional continuing education at CAS conferences and webinars for members responsible for building, leading, and maintaining diverse and inclusive teams at work and in volunteering with the CAS
  • Share opportunities for CAS members, regardless of background, to participate in development opportunities offered by Diversity Network Partners, such as mentoring programs and educational sessions

Do you have an idea to help empower our diverse group of CAS members to pursue leadership opportunities within the CAS and in their careers? Reach out to diversity@casact.org to share or discuss.

See how CAS volunteers and staff make this possible.

Marketing & Communications

Gathering valuable input from candidates, members & employers, conducting outreach to students, academics and other student influencers, communicating our DEI initiatives to the actuarial community and insurance industry, promoting resources and opportunities that can help members build community and foster dialogue.

Research & Publications

Sourcing, developing, and promoting research that fosters member and candidate dialogue on bias and other important topics. Creating opportunities for members to develop their thought leadership skills as researchers, writers, and editors.

Finance & Investments

Allocating, tracking and managing funds to ensure CAS has adequate financial resources to support our DEI initiatives across all departments.

International

Developing relationships with international actuarial organizations and CAS members abroad and identifying opportunities for strategic collaboration on DEI initiatives around the world.

Admissions

Maintaining the high quality and integrity of our merit-based credentialling program, developing inclusive exam content, and providing reasonable accommodations for candidates with disabilities, conditions or other circumstances in a clear, timely and efficient manner.

Professional Education & Planning

Creating curated opportunities for members to build community, foster dialogue, and develop their professional skills and thought leadership skills through attending or presenting continuing education sessions.

Human Resources

Enhancing hiring practices/processes and providing training on DEI practices to promote fair and transparent staff recruitment and workplace culture. Creating regular opportunities for staff to share anonymous feedback and connect in person with colleagues to build connection and foster dialogue.

Information Technology

Maintaining and enhancing the CAS website to support transparency and accessibility of information. Developing new Association Management System to support enhanced data collection, improved member communication, and streamlined accommodations requests.

Questions or Comments?
Email us at diversity@casact.org