Lasitha Wimalaratne, Chief Executive of HNB Assurance, and Navin Rupasinghe, Head of HR/DGM, discuss how HNB Assurance is embedding diversity, equity, and inclusion (DEI) into its business strategy and culture. Through leadership commitment, internal champions, employee-led groups, expert partnerships, and inclusive practices, the company aims to create systemic, sustainable change within the organization and across its broader stakeholder network.
What is your perspective on inclusive cultures, and how does it align with the company’s overall strategic objectives and long-term vision?
Wimalaratne: An inclusive culture isn’t a static goal; it’s an ongoing journey that will undoubtedly drive our business agenda. Our aspiration at HNB Assurance is to be Sri Lanka’s most admired and trusted partner in meeting insurance needs professionally with a spirit of caring. We must embody these principles within our organization so that when we create value for our shareholders and our customers, they trust our brand.
From my perspective, an inclusive culture is more than just a feel-good concept; it’s a fundamental driver of business success in today’s dynamic world, especially here in Sri Lanka with its rich tapestry of cultures and perspectives. I believe that when every employee feels valued, respected, and empowered to contribute their unique talents, we unlock a fountain of innovation and creativity that simply wouldn’t exist otherwise.
How do you ensure that DEI is embedded in the company culture, rather than being treated as a separate initiative or programme?
Wimalaratne: It’s about weaving DEI into the very fabric of how we operate, make decisions, and interact with each other every single day. We began by ensuring there was leadership buy-in and accountability, which are paramount for the success of such initiatives. They have since not only extended their support but actively participated in awareness sessions so that they too can walk the talk and be catalysts.
Secondly, we are working closely with experts to develop a framework tailored to HNB Assurance, which will embed best practices across our functions, particularly throughout the employees’ lifecycle. From how we attract and recruit talent, ensuring diverse candidate pools and inclusive interview processes, to how we develop and promote our employees, we actively look for and address potential biases that could disrupt our efforts. Thirdly, we foster open communication and feedback mechanisms. This feedback is invaluable in identifying areas where we need to improve and ensuring that our efforts have a genuinely positive impact. Annually, we gather the pulse of our employees with the support of third-party consultants, such as Great Place to Work (GPTW).
What tangible steps are you taking to foster an inclusive environment at all levels?
Rupasinghe: Our initiative, In. Together, champions our DEI efforts. These individuals are receiving specialized training to lead the way and act as peer support across teams. Leadership has shown a strong commitment by investing time to understand the strategic importance of DEI and pledging support at every level. We’ve already seen the impact of employee-led action through our award-winning Employee Resource Group, InShe, which promotes women’s leadership. With 43% of our permanent staff and nearly half of our agency team comprising women, this initiative has gained significant traction.
Building on this momentum, we plan to launch additional employee resource groups (ERGs) to ensure that all voices across the company contribute to shaping our culture. We’re also rolling out regular pulse surveys to capture real-time employee feedback. These insights will inform a comprehensive, inclusive workplace policy to be shared company-wide in the coming months. This will cement our DEI commitment and provide a clear framework for progress.
What are the biggest challenges you’ve faced in implementing your DEI strategy, and what lessons have you learned from those experiences?
Rupasinghe: With a branch network spanning the entire country, rolling out our DEI strategy consistently has been a challenge. But through targeted training and phased implementation, we’re building momentum.
We’ve learned that culturally relevant, consistent communication, highlighting real, local benefits, is essential. Addressing deep-seated, often unconscious biases takes ongoing education, open dialogue, and safe spaces for reflection. Empathy can’t be mandated from the top; it must be nurtured at every level. Given the diversity of our workforce and varying levels of digital literacy, we’ve adopted a flexible, multi-channel approach that combines digital and in-person engagement, with translated materials where necessary.
This journey demands patience, persistence, and adaptability, fueled by continuous learning and feedback. We’ve begun with a passionate, diverse group of employees who are well-placed to inspire their peers and help embed a truly inclusive culture at HNB Assurance.
What is the one thing you believe is most critical for creating lasting and meaningful change in DEI within a company?
Wimalaratne: The single most critical element for creating lasting and meaningful change in DEI within a company is authentic leadership commitment, consistently demonstrated through action. It’s not enough for leaders to simply state their support for diversity and inclusion; they must actively champion it, allocate resources, hold themselves and others accountable, and visibly integrate DEI into strategic decision-making.
How is your company engaging with suppliers, partners, and the community to promote DEI beyond your organization?
Rupasinghe: As a crucial first step, we partnered with Diversity Collective LK, whose guidance was instrumental in shaping our DEI approach. They helped us articulate the business case, identify our organizational strengths, and embed global best practices across our operations. We now increasingly prioritize suppliers and partners who share our commitment to diversity and inclusion, not as a formality, but to foster a values-aligned network.
Our community engagement is equally intentional. We support local organizations that promote inclusivity and uplift marginalized groups. Our marketing and communications reflect Sri Lanka’s diverse population, ensuring our brand resonates broadly and fosters a sense of belonging.