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Fostering Inclusive Workplaces: Prioritizing Equity and Satisfaction in the BFSI Sector

An employee giving presentation.

The BFSI sector in India is experiencing significant growth, with a strong focus on hiring and expansion. Despite this, workplace perceptions show a noticeable decline, particularly regarding employee trust and fairness. Women report feeling overlooked for special recognition and less satisfied with workplace equity than men. Similarly, younger employees, especially Gen Z, express a lower intent to stay long-term and perceive less fairness in pay than older generations. While the industry is praised for safety and competent management, dissatisfaction stems from perceived unfair profit-sharing, favoritism among managers, and workplace politics. Amid these challenges, fostering a caring work environment is emphasized to enhance employee satisfaction, loyalty, and productivity, urging BFSI entities to prioritize compassion and inclusivity.

A pressing necessity at present is prioritizing care within the workplace, particularly in organizations within the BFSI sector. It remains paramount for these entities to steadfastly concentrate on cultivating a nurturing work environment, recognizing it as a fundamental catalyst for fostering workplace culture and ensuring employee satisfaction.

Equity Perceptions across Gender & Generations

In the BFSI industry, most employees, comprising 4 out of 5, hold positive perceptions regarding workplace equity. However, a notable gender disparity emerges, with female employees expressing a 5% lower satisfaction level regarding equity than their male counterparts. Similarly, while nearly 80% of Gen-Z and Millennial employees report satisfaction with workplace equity, a discernible generational gap exists. Specifically, Gen-Z employees exhibit a 6% lower perception of fair pay than their older peers, such as Gen-X and Baby Boomers. These findings underscore the importance of addressing gender and generational equity concerns to foster an inclusive and supportive workplace environment in the BFSI sector.

Focusing on Care in the Workplace – Across Genders

Male employees tend to perceive their organization as more caring than their female counterparts on average. To enhance the experience of women employees, organizations should prioritize demonstrating genuine interest, enhancing work-life balance, and offering tailored and distinctive benefits. Particularly in the BFSI sector, female employees express a heightened requirement for sincere attention from management, improved work-life equilibrium, and specialized perks.

Sincere interest from management is 82% for female and 77% for male. Work - life balance for female is 80% and male 76%. Special and unique benefits for female is 76% and male its 72%.

Focusing on Care in Workplace – Across Generations

On aspects related to a caring work environment (a key driver for the BFSI industry), Millennials and Gen-Z employees report lower perception in 5/7 sentiments (i.e., -1% lower on average). Millennials and Gen-Z employees in the BFSI industry report a higher need for sincere interest from management, a psychologically and emotionally healthy workplace, work-life balance, and taking time off when necessary.

Millennials and Gen-Z 
employees in the BFSI industry 
report a higher need for 
sincere interest from 
management, a psychologically 
and emotionally healthy 
workplace, work-life balance, 
being able to take time off 
when necessary.

Maximizing Workplace Satisfaction in the BFSI Sector

Enhancing Employee Retention through Care and Benefits

Leading organizations in the BFSI sector outpace others by 9% in equitably sharing profits and offering special and unique benefits. Moreover, the gap in the Trust Index™ score between these top-tier workplaces and others averages 4%. These top performers go beyond industry standards by tailoring workplace initiatives to fit their vertical, resulting in a distinctively positive experience for their employees.

Best Workplaces In BFSI Lead
By 9% In Fair Share Of Profits And 
Special & Unique Benefits.

Long-Term Commitment Despite Slight Dip

Although 84% of BFSI employees desire to stay long-term, this figure lags 1% below the all-industry average for 2024. However, cultivating a healthy, equitable workplace environment can significantly boost employee retention in the BFSI sector. Prioritizing well-aligned hiring practices, executive authenticity, psychological well-being, flexibility for necessary time off, and dependable management commitments contribute to this positive outcome.

A healthy, fair workplace prioritizing well-aligned hiring, executive authenticity, psychological well-being, flexibility for 
necessary time o, and reliable management promises enhances employee retention in the BFSI industry.

The Payoff of Prioritizing Care

Organizations perceived as caring, wherein managers demonstrate genuine interest in employee well-being and provide supportive benefits, witness remarkable workplace outcomes. On average, entities ranking in the top quartile for caring report a 14% higher intent among employees to remain with the company, underscoring the substantial benefits of fostering a caring workplace culture.

On average, organizations in the top quartile of caring report 
14% higher intent to stay and overriding sentiment.

Learnings from Best Workplaces

Promoting Work-Life Balance at Future Generali India Insurance Company

Future Generali India Insurance Company prioritizes work-life balance by offering flexible work arrangements, particularly beneficial for women before and after maternity. Employees can avail of options such as working from home, capped at 2 days per week and 5 days per month, without the option to accumulate or carry forward unused days. Additionally, the policy prohibits selecting Mondays and Fridays or two consecutive days unless exceptionally approved.

The Flexi Work Arrangement allows employees to adjust their start and end times within core hours and opt for reduced or part-time hours. Moreover, the company supports working from the nearest office location, aligning with the gender diversity goals of the Generali Group. Future Generali has introduced period leave, extended paternity leave to 30 days, and mandated various safety measures for female employees working late to further support employees.

Fostering Authentic Connections at Angel One Limited

The Core Program of Angel One Limited. Through CORE managers and leaders emerge as agents of change.

Cultivating a Culture of Care at Tata AIG General Insurance

Tata AIG General Insurance has implemented impactful programs focusing on collaboration, effective communication, demonstrating care, and prioritizing the overall employee experience.

While the BFSI sector in India experiences growth, challenges in maintaining workplace equity persist. Gender and generational disparities require attention, but prioritizing care and inclusivity can enhance employee satisfaction and retention. Leading organizations demonstrate the benefits of equitable practices and tailored initiatives. Moving forward, emphasizing empathy and collaboration will be vital for sustained success in the BFSI industry. Visit us here to learn more.