iCAN Dublin Launch: Pierre Yimbog of Black & Irish on Professional Progression and Opportunity
On Wednesday 4 November, iCAN, the Insurance Cultural Awareness Network, launches in Dublin in partnership with Gallagher and AXA Ireland.
iCAN exists to create greater access, opportunity and career progression for diverse and underrepresented talent across insurance. Dublin joins our communities in London, Birmingham, Bristol, Ipswich, Manchester, Leeds and New York. It is our first locally led community in Ireland.
Pierre Yimbog is Co-Founder of Black & Irish, iCAN’s community partner for the Dublin launch.
Black & Irish is an advocacy non-profit supporting Ireland’s Black and mixed-race community, with a focus on advocacy, anti-racism and belonging.
Ahead of the launch, we asked Pierre about the work of Black & Irish, the experiences of Black and mixed-race professionals in Ireland, the role employers can play, and what he hopes the partnership with iCAN can achieve.
Tell us about Black & Irish
“Black & Irish is an advocacy non-profit for the Black and mixed-race community in Ireland established in June 2020. We focus on advocating for our community, building anti-racist practices and fostering belonging and what it means to be part of Irish society.
“Our proudest achievement so far is launching two books that encapsulate the meaning of being Black and Irish and the importance of representation. The award-winning Black & Irish Legends, Trailblazers and Everyday Heroes, released in October 2023 and Black & Awesome, launched this month all aimed for young readers, teens and adults.”
What are Black and mixed-race professionals telling you about their careers in Ireland?
“We know of many professionals describe having to work harder to prove their competence before their contributions are recognised and to establish credibility for getting the job on merit.
“We also know that qualifications and experience gained outside Ireland are often undervalued or questioned. Professionals frequently say they can get into organisations but struggle to progress beyond entry or mid-level roles.
“We hear about microaggressions, covert racism and discrimination and pressure to ‘fit in’ culturally. Many say opportunities depend less on talent than on access to the right relationships and connections, especially in sectors such as law and finance.”
Where do the biggest barriers still exist?
“One of the biggest barriers is the lack of access to senior leadership roles and opportunities to progress, even when all criteria are met.
“Recruitment and promotion processes often reward familiarity rather than potential and capability, which is evidence by lack of diversity in many leadership roles.
“International qualifications not being recognised results in professionals having to start from junior role or even requalify again.
“Black and mixed-race professionals remain underrepresented in management and leadership roles, limiting who can advocate for change from within. And those fortunate enough to be in those roles are in the minority when it comes to advocating.
“Racism and bias are still prevalent in the workplace, from recruitment to colleague relationships, which can make it hard to challenge and report due to fear of risk to one's own career.”
How important are role models, mentoring, sponsorship and professional networks?
“They are essential, but they are not a substitute for structural change in how we recruit, foster inclusive workplaces and challenge the status quo.
“Role models show Black and mixed-race professionals that leadership in Ireland is possible and credible, but most not be tokenistic. Mentoring provides practical guidance, confidence, and help navigating unfamiliar workplace cultures.
“Sponsorship is especially important because sponsors can actively use their influence to open doors and recommend people, reflecting the reality of how Ireland and certain sectors still operate.
“Professional networks provide a safe space, reduce isolation and offer access to opportunities that are rarely advertised publicly.”
What do employers need to understand better?
“Employers need to understand that inclusion is a process, not statements, campaigns, or one-off events to showcase.
“They need to examine hiring practices, promotion, and staff development to foster a greater sense of belonging, recognition and involvement in decision-making.
“Employers should properly recognise international qualifications, experience, and different career routes and not stick to same expected routes.
“Leaders and managers need to take responsibility for inclusive culture, psychological safety, and challenging racism when it occurs, not just leave it to their DEI committees and staff.
“Employers should invest in employee resource groups, mentoring, professional development and collaboration with professional networks and organisations working to make workplaces inclusive for all.”
Why Black & Irish and iCAN?
“This partnership is relevant because both organisations focus on access, opportunity, visibility, and progression for underrepresented professionals.
“Black & Irish brings lived experience, community connection, and a national platform for Black and mixed-race voices in Ireland. iCAN brings an industry-wide network, employer relationships, and practical career-development infrastructure across insurance and professional services.
“Together, we can connect community insight with employer action. This collaboration can create sustained mentoring, sponsorship, networking, and leadership pathways beyond this event.
“We want to make inclusion in insurance and professional services feel normal, expected, and accountable, which requires us all working together.”
What would success look like?
“We hope to see more Black and mixed-race professionals in visible leadership, management, and decision-making roles.
“We want promotion, pay, development, and access to senior networks to be fair and transparent. We hope employers will move from representation targets to genuine inclusion, career progression and challenging racism and bias.
“We want Black and mixed-race professionals to feel safe, valued, and able to bring their full identities to work.
“Ultimately, success would mean Black and mixed-race professionals no longer have to work harder simply to receive the same opportunities as their peers and feel valued, recognised and supported.”
What to expect on 4 November
The evening opens with a keynote, followed by a panel on career progression, overcoming barriers, confidence and visibility, leadership and belonging. It closes with drinks and canapés.
Black & Irish will be joining iCAN, Gallagher, AXA Ireland and professionals from across the Irish market as our community partner for the launch.
iCAN Dublin Launch: Progression. Leadership. Opportunity.
Date: Wednesday 4 November 2026,
Time: doors 5:30pm, programme from 6:00pm
Location: AXA Ireland, Wolfe Tone House, Wolfe Tone Street, Dublin 1
In partnership with: Gallagher and AXA Ireland
Whether you’re new to insurance, established in your career or simply looking to build your network across the Irish market, we’d love to have you involved.
About iCAN
The Insurance Cultural Awareness Network (iCAN) is a leading organisation committed to promoting diversity and inclusion in the insurance sector. Established in 2017, iCAN has been instrumental in spotlighting cultural awareness, fostering talent, and championing diversity within the industry.