The Impact HR Podcast with Ripa Rashid

On this episode of the Impact HR Podcast presented by Jackson Lucas Executive Search, Debi interviews Ripa Rashid, the Chief Diversity and Inclusion Officer at Consumer Reports. Ripa shares her background and expertise in the field and the two discuss the difference between inclusion and belonging, the importance of diversity in leadership, and the role of the chief diversity officer in organizations. It's a deep discussion with one of the industry's true experts. You don't want to miss it.

Apple Podcasts: https://apple.co/3I3nkG9

Spotify: https://spoti.fi/35ZJGLT

Web: https://www.jacksonlucas.com/podcast/hr-ripa-rashid

Chapters

00:00 - Introduction and Background

02:56 - The Intersection of Science and People in DEI

04:55 - The Importance of Belonging in the Workplace

07:34 - Beyond Surface-Level Diversity: Considering All Dimensions

09:19 - The Role of the Chief Diversity Officer in Culture Transformation

23:36 - The Importance of Leadership Support and Investment in Diversity and Inclusion

28:02 - The Ongoing Journey of Diversity and Inclusion

34:22 - The Commitment to Diversity and Inclusion

39:23 - The Expansion of Diversity and Inclusion to Include Neurodiversity

42:54 - The Integration of Social Justice Issues into Diversity and Inclusion

47:52 - Advice for Those Pursuing a Career in Diversity and Inclusion

Takeaways

Diversity, inclusion, and talent work should adopt a scientific approach, analyzing complex data and finding patterns to create frameworks.

Belonging is an individual experience, while inclusion is a group experience that operates at the individual, team, and corporate culture levels.

Diversity and inclusion should encompass all dimensions of diversity, including visible and non-visible aspects such as race, gender, socioeconomic class, and religion.

The role of the chief diversity officer (CDO) is evolving, with some reporting to the CEO and others buried in the organizational structure. Reporting to the CEO allows for decision rights around culture transformation and a strategic lens for DEI work.

DEI should be a transformational function, creating cultures where innovation thrives and more people feel like they belong. Diversity and inclusion should be a business imperative and not just a program

DEI initiatives face challenges and headwinds, including legal factors and backlash

There is a growing focus on neurodiversity and social justice issues within the DEI space

Understanding the business and approaching the DEI role as a general manager is crucial

DEI professionals should strive to create a culture of inclusion and address bias in systems and processes