At Future Generali India Life Insurance, inclusivity is not a fleeting initiative—it is a deeply rooted principle that guides the organisation’s vision and culture. Spearheaded by Reena Tyagi, chief human resources officer, Future Generali India Life Insurance, the company has made it its mission to go beyond superficial diversity metrics and create an environment where every individual, regardless of their background, can thrive, contribute, and feel valued.
“Inclusivity isn’t about ticking boxes,” Tyagi asserts. “It’s about building an environment where ideas flourish, voices are amplified, and aspirations are realised, irrespective of who you are or where you come from.”
This belief forms the foundation of Future Generali’s structured approach to diversity and inclusion. The organisation’s diversity policy underscores its commitment to being an equal-opportunity employer, but Tyagi knows that policies alone aren’t enough to drive real change. The challenge lies in translating those policies into actions that resonate with employees across all levels.
Turning policy into practice
Future Generali’s inclusivity journey is defined by deliberate actions and well-crafted initiatives. For instance, the company runs sensitivity training programmes designed to combat unconscious bias and build empathy among employees. These initiatives delve into the specific challenges faced by various groups, from colleagues with disabilities to women and members of the LGBTQ+ community.
“Representation is not just about having diverse individuals in the room,” Tyagi explains. “It’s about ensuring that their ideas are valued, their voices are heard, and their contributions are recognised.”
Inclusivity also extends to the physical workspace. Future Generali’s corporate headquarters adheres to Barrier-Free Workplace Technology (BWT) standards, ensuring accessibility for employees with disabilities. The organisation is actively working to replicate these standards across its other locations.
But Tyagi insists that accessibility isn’t just about physical infrastructure. Emotional safety is equally crucial. “We conduct workshops focused on awareness, engagement, and confidence-building to help employees interact meaningfully with colleagues from diverse backgrounds,” she adds.
“Representation is not just about having diverse individuals in the room. It’s about ensuring that their ideas are valued, their voices are heard, and their contributions are recognised.”
Reena Tyagi, CHRO, Future Generali India Life Insurance
Leadership as the catalyst
At Future Generali, inclusivity starts at the top. The company’s leadership team plays an active role in driving cultural change, beginning with training sessions on unconscious bias for senior executives. This top-down approach ensures a unified narrative about inclusivity that builds trust and fosters alignment across all levels of the organisation.
“Leaders must lead from the front,” Tyagi says. “Their participation signals the seriousness of our commitment to inclusivity.”
Accountability is another cornerstone of Future Generali’s inclusivity efforts. The company has implemented measurable goals to track progress, starting with increasing representation across diverse groups. Moving forward, metrics will also include retention and engagement rates, particularly among employees with disabilities.
“What gets measured gets done,” Tyagi notes. “Metrics not only drive accountability but also provide clarity, ensuring that inclusivity is more than just an ideal—it becomes a tangible reality.”
Beyond hiring: Building careers
Inclusivity at Future Generali doesn’t stop at recruitment. The company is determined to integrate individuals with disabilities and members of underrepresented groups into core organisational roles. This approach challenges stereotypes and highlights the intellectual and creative strengths of these employees.
“Our aim is not to create token roles but to offer meaningful career opportunities that align with each individual’s potential,” Tyagi explains.
To achieve this, Future Generali is developing mentorship programmes tailored specifically for employees with disabilities. These initiatives will complement the company’s existing leadership development efforts, including reverse mentoring between senior leaders and younger employees.
“Mentorship is a powerful tool,” Tyagi says. “It helps build confidence, bridges gaps, and fosters meaningful connections that benefit both mentors and mentees.”
Celebrating inclusivity in action
Future Generali actively celebrates its diversity initiatives, using them as platforms to inspire and educate. Events like World Handicap Day feature a variety of training and engagement activities that showcase the capabilities of employees with disabilities.
The company’s commitment to inclusivity also extends beyond its internal workforce. Through its Human Safety Net initiative, Future Generali partners with non-profits to support entrepreneurs with disabilities. Employees play an active role, purchasing and promoting products made by these entrepreneurs, thereby creating a shared sense of purpose.
“These activities aren’t just about raising awareness,” Tyagi says. “They foster dialogue, build connections, and reinforce inclusivity as a core organisational value.”
A vision for lasting impact
Inclusivity at Future Generali is a continuous journey, not a destination. The company envisions a workplace where individuals from all walks of life can pursue meaningful careers and feel a genuine sense of belonging.
“Inclusivity is not just about hiring—it’s about retention, growth, and empowerment,” Tyagi concludes. “Our efforts are aimed at ensuring that every individual finds not just a job but a place to thrive.”
By embedding inclusivity into its DNA, Future Generali India Insurance is not only championing diversity but also redefining what it means to lead with purpose. Through strong leadership, actionable policies, and unwavering commitment, the organisation is setting a benchmark for inclusivity in the corporate world.
