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The Role of IA in Championing DEI
Insurance (FGII) understands this. Which is
why FGII identified DEI as a strategic priority
in 2022. This decision marked the beginning of
a transformational journey—one that has had a
far-reaching positive impact on the organisation
and our stakeholders.
Recognising DEI’s potential to impact
everything from employee engagement to
customer experience, FGII’s leadership focused
Ms. Ritu Sethi on a structured approach to foster a truly
inclusive environment. This journey began by
Chief Internal Audit Officer, identifying three core cohorts—women, the
Future Generali India Insurance Limited LGBTQIA+ community, and differently-abled
ritu.sethi@futuregenerali.in employees. With DEI established as a priority,
a strong governance structure was set up with a
Diversity, Equity, and Inclusion (DEI) is far more comprehensive DEI framework supported by a
than a mere box to tick off a corporate to-do list.In DEI Core Committee. Senior leaders, alongside
today’s world, it’s a fundamental driver of business an independent advisor, form this committee
resilience and a thriving workforce. Not only does to bring in diverse perspectives and provide
a robust DEI strategy foster an environment where guidance. This has helped us establish DEI as a
every employee feels valued and empowered, but cross-functional responsibility championed by
it also strengthens business outcomes by bringing senior leaders across the organisation.
in fresh perspectives, fostering innovation,
and building deeper connections with diverse Additionally, three Employee Resource Groups
customers. To put it succinctly, DEI is worth the (ERGs) were set up to amplify employees’ voices
effort—it makes for better companies and better across the organisation. Each ERG—World of
employees. Women, PRIDE Alliance Group, and Special
Ability Alliance Group—is led by a CXO and
comprises a working committee and dedicated
volunteers. These groups facilitate open dialogue,
helping FGII understand the sentiment on the
ground and across organisational levels, ensuring
inclusivity resonates with every employee.
Changing FGII’s Cultural DNA
Since embarking on this journey, FGII’s
efforts have been underpinned by a threefold
approach—educate, advocate and celebrate—
to achieve the organisation’s DEI goals. To set
FGII’s DEI Journey the ball rolling, we started off by educating and
creating awareness through regular sensitisation
As a company that followed the credo of “Leading and training workshops. At FGII, we have
with a human touch,” Future Generali India repeatedly proved that we are strong allies and
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