Diversity Equity Inclusion
In Sudakshina Bhattacharya’s world, inclusion is a living practice
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For Sudakshina Bhattacharya, inclusion isn’t just policy—it’s a daily commitment woven into every decision and interaction.
In an industry defined by performance metrics, digital acceleration, and risk-led precision, human-first at HDFC ERGO General Insurance is a codified system, The Human Code, that shapes how people join, grow, lead, and thrive.
For Sudakshina Bhattacharya, President & CHRO at HDFC ERGO General Insurance, culture is designed as infrastructure, ensuring fairness, care, and inclusion are part of every employee journey. At the heart of this vision is Love all, India’s first open-source inclusion movement, which serves both as inspiration and as a practical toolkit for building workplaces where everyone, regardless of background or circumstance, can thrive. Its inclusion kits are openly shared so that any organisation can put inclusion into action.
Q. Regarding "The Human Code": How does this initiative transcend the typical declarative nature of a mere values statement to become an actionable, deeply embedded organisational principle?
At HDFC ERGO, The Human Code is our people-first philosophy, a living mindset and framework that guides how every individual demonstrates empathy, accountability, inclusion, and integrity. It translates values into clear, role-aligned behaviours embedded throughout the employee journey, from onboarding to leadership development. Each employee earns Human Code certification tailored to their role, making this philosophy a dynamic, actionable part of our culture.
Most companies articulate values — but few embed them into how people operate, decide, and grow. We designed the Human Code to be actionable, certifiable, and role-aligned. Whether you're an individual contributor or a CXO, the expectations around how you show up — in terms of empathy, accountability, inclusion, and integrity are clearly defined and built into your journey.
We have made this a part of onboarding. It's integrated into manager training, embedded into coaching, and even plays a role during internal promotions. Today, about 95 percent of our employees are Human Code certified for their current roles. That shared language creates alignment — not just around goals, but around behaviour.
Q. So, it is not just about defining culture, it is about systematising it
Sustainable culture flourishes when it is woven into every system, whether through hiring, coaching, performance, or leadership development. The Human Code integrates into manager training focused on inclusive leadership and psychological safety. Inclusion and belonging are embedded in daily actions and decisions. This creates a culture that is practiced, measurable, and continually evolving.
Q. When significant life events, such as extended parental leave or intensive caregiving responsibilities, invariably interrupt an employee's typical performance trajectory, how do you ensure continuity, support, and equitable career progression?
We view life’s milestones as opportunities for growth and renewal. Our systems value contribution beyond presence, focusing on impact and potential. Our gender-agnostic Return to Work programme, ReVibe, provides intentional reintegration with coaching and performance recalibration. Key stakeholders including leaders, business partners, and dedicated teams offer personalised, empathetic support, helping returning employees reconnect with their purpose and thrive.
Q. Technology is everywhere. How do you judiciously apply advanced technological solutions within HR to enhance, rather than diminish, the human experience?
Technology amplifies our people-first philosophy by expanding fairness and enabling personalised support at scale. AI-driven resume screening enhances consistency, allowing people to focus on human insight and care. Our wellbeing app offers gentle, daily check-ins encouraging employees to access support when needed. VidyaavVriksh, our flagship learning academy, delivers enriching, accessible learning experiences to over 1.4 lakh agents and advisors.
Initiatives like PlayAble foster communities for para-athletes by connecting them with coaches and training spaces, creating environments where they are enabled to thrive. Together, these efforts demonstrate how technology and inclusion unlock extraordinary potential.
Q. How do you scale learning at that scale — especially when the audience spans geographies and backgrounds?
We combine world-class content with local relevance. Partnering with global leaders and organisations like NASSCOM and Google, we offer future-ready skills to diverse learners across India. Content is translated into local languages and adapted for rural, semi-urban, and urban contexts. Our inclusive frameworks under VidyaaVriksh across employees, channel partners, and community ensure these learning journeys are accessible, equitable, and enabling for all.
Q. Delving into your comprehensive six-pillar wellbeing model, how do you effectively personalise support and interventions to cater to the unique and evolving needs of individual employees, ensuring it resonates authentically across your diverse workforce?
Our six-pillar model of physical, mental, emotional, social, financial, and career wellbeing supports personalised growth. Each employee completes a diagnostic assessment that reveals their unique wellbeing profile. Together with managers or wellbeing coaches, employees co-create tailored plans nurturing their potential.
Q. You have been expanding rapidly in Tier II and III cities. How do you tailor your talent strategy for those markets?
We adopt a local-first approach, addressing barriers like language, digital literacy, and employability. Partnerships with English for India and others provide contextualised training aligned with workplace needs. Communications and benefits are customised to local languages and cultures. Culturally resonant strategies enable equal access to growth opportunities across all regions.
Q. Turning to inclusion, you have set an ambitious target of 50 percent gender diversity. Could you detail the strategic interventions and systemic changes you are implementing to achieve this significant goal?
Our vision extends beyond numbers to cultivating a thriving, inclusive culture. Caregiver-friendly policies, equitable hiring, and transparent career progression fuel this growth. The Human Code embeds inclusive behaviours as universal standards. Practical supports like flexible travel and caregiver assistance embed care as a leadership priority.
Guided by the principles of Love All and supported by open-source collateral, we interrupt bias, ensure equitable growth, and make inclusion a shared responsibility.
Q. Regarding your Return to Work program, what innovative elements enable it to truly break the traditional mould for returning employees?
ReVibe recognises career breaks as gender-agnostic pathways to renewal and diverse experiences. It supports all returners with intentional reintegration, coaching, confidence building, and refreshed goal setting. We create welcoming, energising environments where returning employees feel valued and ready to contribute fully.
Q. What is the most pervasive, underlying fear you consistently encounter within your workforce, and how do you strategically address it to foster acceptance and drive successful change?
We see tremendous opportunity in technology to elevate work and impact. Transparent communication and reframing technology as a catalyst for meaningful roles inspire engagement and optimism. Upskilling is paired with narrative leadership that shares stories of growth and transition. The Human Code ensures change is human-centred and opportunity-rich.
Q. What is the one shift HR must make to stay relevant — and human?
HR’s future thrives when systems are designed to flex and grow with real lives, embracing complexity, adaptability, and trust. Organisations cultivating inclusive, adaptable cultures where people feel safe and enabled to bring their whole selves will lead the way. A culture is what systems allow and what people feel enabled to become. This is how HR remains truly human and impactful.
(This story is part of CHRO Perspective. A People Matters series featuring bold ideas and real-world insights from India’s top CHROs. Stay with us for more perspectives that power the future of work.)
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