You've likely seen the ads: Twinkle Khanna urging women #DontBeAPlus1, or the heartwarming #WelcomeHome campaign celebrating LGBTQIA+ couples. But those powerful messages are a small part of Future Generali's commitment to inclusivity. A leading general insurance provider in India, the organisation has, over the last few years, worked not just on creating impactful advertising campaigns, but actively building a workplace culture that reflects the values they espouse. 

Future Generali embarked on its DEI journey over two years ago driven by the belief that diversity, equity, and inclusion are vital to its identity as an insurer, employer, and corporate citizen. Their approach is multi-pronged, and encompasses policy changes, targeted programmes, and a concerted effort to shift workplace culture. From launching impactful ad campaigns to introducing women-centric insurance products like Health PowHER, they aim to create more inclusivity in the insurance industry.  

One of their biggest efforts in this regard has been their employee resource group (ERG), which they call "World of Women". Beyond policy changes like period leaves and flexible working arrangements for mothers, the ERG focuses on creating a culture of acceptance and understanding through workshops on women's health, financial literacy, and mentorship programmes. The impact is in the numbers — in 2024, the representation of women at Future Generali rose from 14% to 20%, both in the general workforce and leadership positions.  

To understand more about the genesis, challenges, and successes of this ERG, we spoke to Mayurika Chauhan, Deputy General Manager, Corporate Sales, and General Insurance at Future Generali. Chauhan’s fifteen-year journey with the company meant that she had a ringside view of how the ERG was set up, and how its working has led to the creation of a workplace in the Indian insurance sector where women can thrive and feel included.  

(Editor’s Note: This conversation took place in late 2024. It has been lightly edited for clarity.) 

Debashree: Could you tell me a little bit about yourself and your time at Future Generali? How long have you been working with the organisation, and when did you join the ERG for women? 

Mayurika: I've been with Future Generali for the past fifteen years, and I head the non-health products. Before that, I worked in underwriting and corporate sales, and now I'm back in products. Future Generali offers many opportunities to its employees, so I've had the privilege of working in various roles and gaining diverse experience. I've been actively involved in the ERG for women for over two years, but I've experienced its impact throughout my time at Future Generali. 

Debashree: That's wonderful to hear that this is such a priority. Could you share how Future Generali's work culture has impacted you in terms of your career, personal growth, or overall experience? 

Mayurika: Fifteen years is a long time, and when you're working, you spend a significant part of your day at your desk. It becomes a prominent part of your life, and you need to assess whether you're growing or stagnating. What’s kept me here have been many factors; with hands-on exposure, a nurturing environment, and an enriching experience being key. It's been a constant learning experience. 

Beyond my regular work, Future Generali has provided opportunities to participate in programmes that helped me step outside my comfort zone. For instance, a mentorship programme by Future Generali called "She Leads," where women at crucial stages in their careers are provided with mentorship.  

This programme goes beyond just hiring; it focuses on career progression. When I joined this programme, I realised that I had something to offer. And having someone recognise my talent and help boost it was truly great. This programme provided crucial insights both for learning about myself, and contributing to someone else's growth. 

Debashree: That's true, it’s still difficult for women to see themselves in leadership positions and prioritise their careers. 

Mayurika: Yes, very much so. In my conversations with other women, I've seen that many are engrossed in their daily routines. Even when they knew that a leadership position could be an opportunity, they felt they couldn’t balance it. Through candid conversations, they realised that this balancing act between a home and a career is something that everyone goes through. This fostered a sense of solidarity and community, which ultimately proved incredibly motivating for everyone involved.  

Debashree: You must have seen the development and growth of these structures and programmes over the long term. How have you seen the ERG evolve?  

Mayurika: Future Generali has always been woman-centric, focusing on specific policies and programmes. "She Leads" has been ongoing for a couple of years, but we also have period leaves once a month, flexible hours for new mothers beyond the period of maternity leave and are introducing one-month paternity leave to support new parents. We also have programmes for Women's Day with prominent personalities sharing their experiences and covering health and financial literacy. We've introduced a major insurance policy called "PowHER," that covers the various stages of a woman's life. This policy bridges the gap between what's currently available and what women need.  

Debashree: How have you seen these changes impact you personally as an employee? 

Mayurika: I had a great opportunity where I was able to interact with various women through the ERG. It's not only for women, but also for allies. You also get the opportunity to hear from women leaders at different levels; the struggles they've gone through, and how they overcame these barriers. That’s been truly inspirational. The ERG has also allowed me to flex my own skills. It's a way to be forward-thinking by looking at other people and how they are conducting their careers and their lives. It's more of a learning experience. You feel welcome; and you have your own community where you can make friends and learn from them. There's a sense of belongingness, which makes you feel like you can further expand your horizons. It's a give-and-take relationship. 

I'm able to practice a mindset of learning and solidarity in my workplace, and that matters. It makes you feel like you know who you are, what you bring to the table, and how you try to keep winning. Feeling supported and having that sense of community helps with the work and how you perceive your workplace. You're more invested, basically. 

Debashree: That's wonderful! What was it like for you to join this ERG? Was it a conscious decision? 

Mayurika: It was a conscious decision for me. I wanted to give back in a way that benefits both the company and me. It was a conscious decision because I knew where the formation of ERG was coming from — to scale up and ensure the empowerment of women, to bridge the gender gap, and to address the challenges that women face at work.  

Debashree: Do you think efforts like this ERG have helped overcome some of the challenges of visibility or representation within the organisation? 

Mayurika:  Presently, 25% of our top management are women. 20% of the overall workforce are women. This programme allows us to interact with different people at different levels, so there's a sense of visibility. And that's a huge opportunity. You widen your horizons and get an opportunity to develop your skill set. Visibility is one of the key points I would emphasise. 

Debashree: Would you say that having the ERG in place over the last few years has brought a shift in the workplace culture? 

Mayurika:  When I first joined, the company atmosphere was quite different. There were very few women in the office, but now, as I said, in the top management itself, we have 25% women. That's a huge shift. This inspires us. It's not just about representation. It's also about having these conscious frameworks in place. You're categorically and systematically thinking about diversity in the workplace, and it’s reflected in the organisation’s policy and initiatives. When you have that visibility, that is what boosts the environment and makes it more conducive. There have been a lot of employees who have moved on, but they still talk about the organisation, and the approach that Future Generali has towards its employees.  

Debashree: What's next for the ERG? How do you keep the momentum going? 

Mayurika: We're looking forward to having about 40% women in the workforce in a couple of years, with more women in leadership roles and varied cultures, and to foster an environment to keep all employees engaged.  

Debashree S Unni (she/her) is a practicing psychotherapist and researcher with an MSc. in Counselling Psychology, specialising in Groups and Couples/Family Therapy, and a Masters in Political Science. Her diverse experience across community mental health organisations, schools, rehabilitation, and youth centers has deeply informed her orientation towards social justice and inclusivity, particularly in the context of gender and sexuality.