Companies and their more highly compensated executives areincreasingly realizing the need for individual disability insurance (IDI) coverage. That means competitionamong insurance carriers for this book of business is also heatingup. With more insurers entering this market, employers as well asbrokers should do their due diligence when it comes to selecting anIDI carrier—one that can truly meet a company’s needs andexpectations.

Although brokers and employers agree on a number of key carrierattributes, there can be a disconnect when it comes to somethingelse that’s important. Research shows that HR decision makers arevery clear in what they need from an IDI carrier. After all, thebuck starts and stops with their departments. Brokers need to makesure they’re in tune with what tools and services resonate mostwith HR, from enrollment to claims services.

Selling the Need is the Easy Part
Numbers don’t lie. There are a myriad of compelling medical andeconomic statistics about disabilities that illustrate the need forhighly compensated executives to have additional protection.Although executives might be covered by the company’s group programfor short-term and long-term disability based on their salary, theyneed something to cover their total compensation.