Edelweiss Tokio Life Insurance appointed Anup Seth* as its first Chief Diversity & Inclusion Officer, in order to forge its commitment to creating an employee-first culture. Based on meritocracy and wellbeing, along with a council of senior leaders, he will be driving the conversation of progressive work culture.
Commenting on this appointment, Vikas Bansal, Chief Human Resource Officer, Edelweiss Tokio Life Insurance said, “We pride ourselves on being a new-age company. Creating a workplace that is attuned to the realities of today is fundamental to that goal. This marks the beginning of our journey towards an inclusive workplace that can facilitate professional growth without compromising on the individuality and aspirations of our employees.”
Anup Seth, Chief Diversity & Inclusion Officer, Edelweiss Tokio Life Insurance said, “Diversity and Inclusion is key to building a workplace that invites and retains talent; it is critical to sustain employee wellbeing. While there has been an invisible focus on it over the years, we want to bring it to the fore now and start a healthy discourse on what it means for us as a company. As a life insurer, we cater to a diverse set of customers who have varied needs. Aside from building an equitable workplace, we believe that Diversity and Inclusion can also help us gain a meaningful insight into the challenges our customers face and the solutions they seek from us.”
Through the ranks and nurture leadership potential among its female employees, the life insurer will be focussing on improving its gender ratio. Currently, 27% of the workforce accounts for the life insurer and female employees aim at bringing this number to 35% in the next 3 years.
Similarly, it will also be focussing on creating employment opportunities for those with disabilities (mental and physical). The life insurer has identified roles across functions that can be effectively carried out by differently-abled individuals and expects a 5% annual incremental growth in this cohort over the next 5 years.
“Diversity and Inclusion is a slow journey; it will require a constant and consistent effort over the years. While women and differently-abled individuals form the focus in the first 12-18 months, we will expand the scope to include LGBTQ and ageism in the medium-term,” Bansal added.