Human Capital and Community Involvement

Overview

At Kinsale, our employees are a top priority. We recognize, promote, and reward our employees based on the contributions they make to our long-term success.

The Kinsale Team

We believe in hiring the best talent and making our employment-related decisions without regard to race, color, religion, gender, sexual orientation, national origin, age, veteran status, disability, or other characteristics or activity that is protected by state or U.S. federal law.

We have an anti-nepotism policy in place to ensure fairness, and business decisions are based on individual qualifications, skills, ability, and performance.

We value the diverse perspectives, talent, and experience that our employees bring to our organization. We believe the best business decisions are reached by listening to diverse views and opinions.

Our Code of Business Conduct and Ethics and our employee handbook provide for equal opportunities for all employees. Management takes discrimination and any forms of harassment seriously. Employees are asked to report discrimination and harassment-related incidents to their manager, Human Resources, or a corporate officer. Our ethics resources are clearly outlined in our Code of Business Conduct and Ethics and employee handbook, both of which are provided to all employees and available to them at any time on the Kinsale intranet.

Training

Employee training and development programs enhance our employees’ skills and capabilities and directly lead to Kinsale’s success.

We encourage and support employee development through our Educational Assistance Program. All employees have the opportunity to enroll in courses or classes that will enhance their contribution to our organization and/or prepare them for more advanced positions at Kinsale. Our employees have access to courses tailored to specific careers, such as underwriting, claims, information technology, reinsurance, and other disciplines to build professional expertise. We sponsor on-site education courses, such as the Chartered Property Casualty Underwriter (CPCU), Construction Risk and Insurance Specialist (CRIS), and many other online resources that make professional development programs more accessible to our employees.  In addition, we offer a tuition reimbursement program to encourage employees to enhance their education, skills, and knowledge for their continued growth.

Performance & Success

We believe that performance management ensures our continued success through cultivating the right talent and skillsets and equipping our employees with the necessary tools and feedback.

We recognize and promote our high-achieving employees financially and by giving them challenging and rewarding work.

On an annual basis, every employee at Kinsale actively participates in a performance evaluation. The annual performance management process requires setting goals, planning development, and assessing progress against those goals as well as discussing opportunities for improvement. Our performance management process provides a forum for meaningful conversations to discuss what went well and what can be improved.

Compensation

We believe that paying our employees well is the foundation of our performance-based culture.

In order to attract and retain high-performing talent, we offer and maintain market-competitive compensation for all of our employees. Kinsale’s compensation program includes base salary, performance-based bonuses, and equity grants for certain management-level employees. Every employee participates in our performance-based bonus program. We believe that having employees share meaningfully in the financial success of Kinsale reinforces our entrepreneurial business culture. From 2019-2021, our annual bonus payout represented approximately 39% of the base salary for non-officers who had been with us at least one full year.

The mix of compensation awards varies depending on the employee’s role at Kinsale and our long-standing pay-for-performance philosophy. While all employees are eligible to receive variable compensation (annual cash bonus and equity), variable compensation becomes a larger portion of the total mix for employees at higher levels in the organization to ensure financial alignment with Kinsale’s stakeholders. Our executives, who are responsible for the development and execution of our strategic and financial plans, have the largest portion of their compensation tied to equity-based incentives.

We participate in a number of compensation surveys each year to ensure that we are paying within market value for all of our roles. As calculated and reported in our 2022 Proxy Statement, in 2021, the median pay of all our full-time employees was more than $107,000.

Benefits

We believe our employees are one of our most valuable assets and we are committed to helping them be healthy and productive in all aspects of their lives.

At Kinsale, we offer our employees comprehensive and flexible benefit options including:

  • Health savings, with large employer contributions and flexible spending accounts
  • Health insurance, with one tier being zero cost to the employee
  • Company-paid insurance benefits
  • Paid time off
  • Fitness center discounts
  • Professional, emotional, financial, and legal services and resources

We believe that saving for the future is paramount for our employees’ long-term financial wellbeing. The Kinsale 401(k) Savings Plan provides employees with a vehicle to save for retirement and the opportunity to receive a dollar-for-dollar company match up to 6% on their contributions. In addition, our 401(k) Savings Plan offers immediate vesting in employer contributions. As of 2021, 99.5% of our employees participate in the Kinsale 401(k) Savings Plan.

Community

Kinsale is an active participant in our local community. We established a corporate citizenship program, KinsaleCares, to commemorate our 10-year anniversary. KinsaleCares supports programs that are important to our community by inviting Kinsale employees each year to select charitable programs to sponsor.