Human Capital and Community Involvement


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 Conduct and 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 Conduct and employee handbook, both of which are provided to all employees.


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

We encourage and support employee development through our Educational Assistance Program. Employees have the opportunity to enroll in courses or classes that will enhance their contribution to the organization and/or prepare them for more advanced positions at Kinsale. Employees have access to courses tailored to specific careers, such as underwriting, claims, information technology, reinsurance, and other disciplines to build professional expertise through professional certifications, such as the Chartered Property Casualty Underwriter (CPCU).

On-site training and continuing education courses make professional development programs more accessible to all employees. Courses are conducted by both Kinsale staff and outside vendors.

Performance & Success

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

We promote our high-achieving employees and counsel employees who are underperforming or encourage underperforming employees to find better suited roles elsewhere.

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


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

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 2018 to 2020, our annual bonus payout represented approximately 30% 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 the company 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 2021 Proxy Statement, in 2020, the median pay of all our full-time employees was more than $97,000.


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 account
  • Dental and vision
  • Health insurance
  • Flexible spending account
  • Life insurance
  • Voluntary supplementary life, disability, and accident insurance
  • Paid time off
  • Fitness center discounts
  • Free seasonal flu shots through on-site clinics
  • Professional emotional, financial, and legal services and resources

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 those contributions. Employees can contribute up to 75% (in whole percent increments) of their eligible pay as pre-tax 401(k) or after-tax Roth 401(k) contributions, up to the maximum allowed under IRS limits. Our 401(k) Savings Plan offers immediate vesting in employer contributions. As of 2020, 97% of our employees participate in the Kinsale 401(k) Savings Plan.


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 employees by inviting Kinsale employees each year to select charitable programs to sponsor.

As a result of our programs and initiatives, Kinsale’s retention rate for 2020 was over 88% and regretted turnover rate was less than 5%.