Supriya Jha, Global Head of Diversity, Inclusion, and Belonging (DIB) at Nasdaq, joined our Integrated Talent Management class to discuss the DIB landscape and how her organization approaches it. She brought a wealth of experience working in this field across numerous organizations, including Merrill Lynch, Bank of America, and Mercer.
The class had previously discussed understanding global differences and other forms of diversity & inclusion in organizations, and Supriya helped further bring to life how corporates embed DIB in their HCM processes and measure progress. Key take-aways from Supriya’s discussion include:
- A successful DIB strategy is really about changing the hearts and minds of people.
- Data and metrics are a key foundation before developing a DIB strategy. Data analysis on internal labor mobility (talent flows inwards, outwards, and upwards) and predictive analysis can help in identifying strategies that can drive impact on diversity.
- DIB has to be a part of every people-process to drive impact, and these processes include recruitment, learning, development, rewards, culture.
- Diversity is not only about gender and people of color but also differences in backgrounds, thoughts, perspectives, experiences.
Supriya ended the session with one of the students’ favorite parts of these speaker sessions: career advice. Supriya shared with our students:
- Learn to love numbers; data is your best ally in creating a case for your recommendations.
- Clear out ambiguity by showing the path. Find a way to balance the strategic with tactical so people can see what something would look like when implemented.
- Share power to scale up effort and build engagement.
Our students were very appreciative of this opportunity to hear from an industry-leading practitioner.
