The Geography of Belonging

A simple remark during an editorial meeting caught me off guard: “Liz, did you know I’m the Chicago lead for the IABA (International Association of Black Actuaries)?” In that moment, something clicked. That single comment opened a broader reflection on how geography has shaped the experiences of Black actuaries—and how those dynamics are being rewritten as hybrid work becomes our new normal.

That simple exchange stayed with me longer than I expected. Maybe it was because it reminded me of my own early career—of crisscrossing the country on recruiting trips with a suit in my carry-on and a pack of actuarial brochures tucked under my arm. Maybe it was because I’ve always been fascinated by how geography shapes talent. Or maybe it was because, as an Asian actuary who has spent my career advocating for visibility and opportunity, I’ve developed a deep appreciation for how communities build strength—and how those dynamics show up differently for every group.

And while this reflection fits naturally within Black History Month, the themes themselves aren’t limited to one month. They’re about how all of us navigate belonging, identity and connection in a profession that is increasingly hybrid, increasingly distributed and increasingly reliant on leaders to build community with intention rather than proximity.

The cities that taught me how community really works

When I think back to my recruiting trips, I remember the distinct “personality” of every city I visited.

Chicago was the first place where I truly saw how a strong, locally rooted network can accelerate representation. Students there spoke about the IABA chapter not as an external organization, but as part of the fabric of their journey. I could feel the impact in the room. Their confidence came, in part, from knowing they had a community behind them.

New York, where I’ve ultimately built my career, was different. Here, the scale is vast, but the pockets of community are small. Connections don’t automatically happen—you make them happen. That taught me an early leadership lesson: Belonging is something you architect.

In smaller cities or regions without deep actuarial density, I saw a different story: talented students who were exceptionally prepared academically but sometimes lacked visible role models or a tangible sense of future community.

Even though I wasn’t always the person who looked like them, I understood that feeling. Many students—Black, Asian, queer, first-gen, or simply “the only one”—watched carefully to see who companies sent to campus. Representation in any form sends a message—there’s a place for you here.

Hybrid work didn’t erase geography—it changed its meaning

When hybrid work emerged, I initially thought it would level the playing field. No more relocating for career progression. No more being limited by where the headquarters happened to be.

But as a people leader and mentor, I started noticing what was getting lost:

• The informal coaching that happens after a meeting.
• The spontaneous opportunities to observe senior actuaries navigate tough conversations.
• The small moments of connection that help early-career actuaries feel anchored.

Hybrid work broadened access—but also created new kinds of distance. And Black actuaries, like many underrepresented groups, I believe, might feel that distance more acutely if leaders don’t actively bridge it.

Why I care—and why I speak up

I sometimes joke that actuaries are trained to see structure everywhere. However, it’s true: I’ve spent my career developing talent pipelines and cross-functional teams, as well as building pricing frameworks and modeling governance. And I’ve learned that the “soft” structures—community, mentorship, inclusion—are just as important as the technical ones.

As an Asian actuary in leadership, I have experienced both the privilege of opportunity and the complexity of being one of the few. That duality shapes how I see these conversations. It also convinces me that Black History Month isn’t only a moment for Black actuaries—it’s a moment for all leaders to reflect on how we contribute to a profession where everyone can thrive.

Cities still matter—but leadership matters more

Chicago’s density of support, New York’s demand for intentionality and the isolation felt in smaller markets all taught me something: Geography shapes experience, but leaders shape outcomes.

Mentorship can cross time zones.

Visibility can be virtual.

Representation can be shown through presence, not proximity.

And solidarity isn’t limited to those who share the same background—it’s built through shared commitment.

A profession where everyone sees possibilities

As we observe Black History Month, I’m reminded that the actuarial profession’s strength stems from the richness of our stories and the variety of paths that have brought us here. Whether someone begins their journey in Chicago, Atlanta, Minneapolis, Toronto or a small town far from any actuarial hub, they deserve access to the same sense of future, connection and belonging.

That is the responsibility of leadership.

And it’s the opportunity of our hybrid era.

Somewhere right now, a student is attending a campus session—just like the ones I once visited. They’re looking for a signal that this profession has room for them. The city may help shape their journey, but the community we build around them will shape their future.

And that, to me, is the heart of progress—not just in February, but every month of the year.

Statements of fact and opinions expressed herein are those of the individual authors and are not necessarily those of the Society of Actuaries or the respective authors’ employers.

Copyright © 2026 by the Society of Actuaries, Chicago, Illinois.