When I reflect on the state of the Property & Casualty business today, two forces are reshaping the industry faster than any cycle I’ve seen in my career. Increasingly complex risks are driving demand for specialized protection solutions and talent. At the same time, rapid technological advancements, including AI, are transforming every step in the value chain. These trends are converging at a time when our industry is also facing a generational talent reset driven by an aging workforce, retirements and a shrinking early-career pipeline.
While some may consider these headwinds, I see an opportunity to position our industry to meet the protection needs of our customers and communities for years to come.
A looming succession cliff—and a skills race
Consider the numbers. The U.S. Bureau of Labor Statistics reports that roughly 400,000 insurance professionals are expected to exit the industry by 2026, many from specialized, business-critical roles. That creates urgent succession risk and elevates the importance of intentional knowledge transfer and leadership development. At the same time, Gen Z and Gen Y will grow from 45% of the workforce today to 75% by 2030, changing expectations about flexibility, purpose, and career pathways.
The reality of this upcoming generational workforce shift intersects with a fierce market demand for expertise. Studies suggest that more than half of carriers plan to expand in underwriting, claims, data science and technology, and LinkedIn research indicates that 70% of job skills are projected to change by 2030. The takeaway: we must build stronger pipelines, deepen partnerships with universities and industry groups, and invest in upskilling to stay competitive.
AI is here—so let’s put it to work responsibly
Technology isn’t theoretical; it’s already reshaping workflows and customer experiences. McKinsey reports that AI-powered assistants now handle about 42% of customer interactions, and domain-level AI is delivering tangible gains in sales conversion, premium growth, onboarding, and claims accuracy. Yet the human impact is real: A recent Reuters/Ipsos national poll revealed that 71% of Americans are concerned AI will put too many people out of work permanently. The imperative is clear—make sure our employees are equipped with the right technology and skills to enable them to do higher-value work.
Flexibility is now table stakes
Work models have permanently changed. Across generations, Robert Half says that 76% of workers say flexibility in when and where they work influences their decision to stay, making hybrid and remote options a strategic lever for retention and attraction—not a perk. For Gen Z, that must be combined with purpose-driven work, modern tools and visible pathways. For experienced talent, it means structured environments, recognition, and opportunities to mentor.
What winning looks like
Nationwide is aligning its tech and talent strategies around a simple idea: the best outcomes are achieved when a tech-enabled and people-connected workforce has a passion for protecting customers.
In our conversations with leaders across HR and Technology, we focus on how AI can augment—not replace—expert judgment, and how we can equip our distribution partners to balance digital convenience with trusted human guidance.
Ultimately, the carriers and distribution partners who take a long-term view of talent will navigate this dynamic landscape most successfully. That means investing in the next generation of talent early in their careers, developing people intentionally (with a focus on building digital and AI fluency) and evolving to more flexible work models.
The opportunity ahead
With a future-ready talent strategy, and thoughtful adoption of technology such as AI, we can make the P&C business more attractive to the next generation while empowering experienced professionals to do their best work. That’s how we’ll deliver better protection for customers and sustained growth for our industry.
Topics
Trends
InsurTech
Carriers
Talent
Tech
Training Development
Property Casualty
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