The landscape of insurance has long featured programmes aimed at empowering women. Yet, Future Generali’s ‘all-women’ approach strikes a distinct chord. Their flagship initiative, “Women in Insurance” (WiN), stands out as a multi-generational movement driven entirely by female leadership. Launched in July 2024, WIN transcends mere optics. “It’s about cultivating the next generation of women leaders,” explains Reena Tyagi, CHRO, Future Generali India Life Insurance. With 25 women currently holding leadership positions and 17 women managers, the company is actively strengthening its female leadership pipeline.
The programme’s innovative edge lies in its seamless integration with digital platforms. “This is a first,” reveals Tyagi, “combining a digital platform with a women-led workforce to create a truly significant impact.” This approach not only bolsters female participation but also fosters generational diversity within the organisation. Imagine a dynamic online forum where seasoned female professionals mentor and guide younger generations, fostering a vibrant exchange of knowledge and experience across the digital divide.
Another key initiative, the SheRise programme, fosters a robust community specifically for women managers. Built on four pillars – community building, well-being promotion, business impact enhancement, and professional development – SheRise creates an environment of collaboration and shared experiences. Women can learn from one another’s triumphs and challenges, enriching both their professional and personal lives. Nested within SheRise is the Be Bold programme, a platform celebrating the strength and achievements of Future Generali’s women. Through regular storytelling, Be Bold showcases the inspiring journeys of women within and outside the workplace. “These stories motivate others and demonstrate the resilience of our women leaders,” observes Tyagi. Imagine a virtual library brimming with stories of female accomplishment, serving as a constant source of inspiration for aspiring leaders.
“Strengthening our women managers is a core focus. This translates into a robust framework of initiatives designed to increase female representation in leadership positions.”
Reena Tyagi, CHRO, Future Generali India Life Insurance
Diversity, Equity, and Inclusion (DE&I) are not just buzzwords at Future Generali. Tyagi emphasises the company’s unwavering commitment: “Strengthening our women managers is a core focus.” This translates into a robust framework of initiatives designed to increase female representation in leadership positions.
Currently, women comprise 30 per cent of Future Generali’s workforce. However, Tyagi acknowledges the need for a stronger presence in management. The company tackles this challenge through a two-pronged approach – internal development programmes like FG Lead and strategic external recruitment of high-potential women.
Future Generali’s commitment extends beyond just leadership development. The ‘FG Cub’ policy provides scholarships to academically outstanding daughters of employees. This programme fosters not only girls’ education but also interaction with senior women in leadership, providing invaluable mentorship and guidance. Similarly, the company offers financial assistance for treatments and counselling for employees’ children with special needs, demonstrating a deep understanding of the challenges faced by working families.
The Sports Scholarship programme further exemplifies Future Generali’s holistic approach. This initiative extends support to the children of employees who excel in sports. It emphasises meritocracy and performance, promoting physical well-being and fostering a healthier lifestyle for employees and their families.
The company’s Education Assistance programme empowers employees to pursue higher education by offering tuition reimbursements. This initiative is designed to enhance employees’ job performance and support their long-term career growth.
Future Generali’s dedication to employee development is further reinforced by the FG Lead programme, a two-year cycle designed to cultivate high-potential individuals. The programme identifies candidates based on performance and potential, assessed through the company’s Lifetime Partner (LTP) behaviour framework. Once identified, the company creates individualised development plans, ensuring these employees are prepared for future leadership roles. Imagine a talent incubator specifically designed to nurture future generations of female leaders, providing them with the tools and experiences necessary to excel.
While Future Generali boasts strong female representation in both sales and non-sales management roles, the company aspires to further increase this number, particularly in sales leadership. The company firmly believes that women can excel across all functions and ensures a fair and meritocratic selection process for all positions. “We don’t face specific challenges in attracting women,” asserts Tyagi, “but we are always looking to strengthen our female talent pipeline.”
Future Generali’s commitment to DE&I serves as a model for the insurance industry. By implementing innovative programmes and fostering a supportive environment, the company is empowering women to reach their full potential and achieve leadership excellence.