Supriya Jha: Driving Transformative Change in Diversity and Inclusion at SAP

Supriya Jha, the Chief Diversity & Inclusion Officer at SAP, has been a transformative force in the realm of diversity and inclusion. Recognized as one of Diversity Global Magazine’s 2024 Top 15 Chief Diversity Officers, Supriya’s career is a testament to her dedication to fostering inclusive workplaces.

Her journey, marked by personal and professional challenges, has shaped her into a leader who not only advocates for diversity but also implements actionable strategies to achieve it. This feature explores her career, achievements, and the impact she has had at SAP, providing insights and lessons for others in the field of diversity, equity, and inclusion (DEI).

Early Life and Career Beginnings

Supriya Jha’s journey began in India, where she was born and raised. “We moved to the United States about 20 years ago,” she recounts. This move marked the beginning of a significant cultural and professional transition. Jha had a background in advertising in India, but moving to the U.S. required a fresh start. “When I came here, I had to start my career from scratch,” she explains.

Her passion for solving human problems led her to pursue a Master’s degree in Organizational Psychology from Columbia University. After completing her degree, Jha landed a role at Merrill Lynch, where she focused on data analytics, and the specifics of the role helped encourage her future career pursuits in DEI. “The data analytics work that I was doing was geared toward diversity and inclusion,” she notes. This role gave her valuable insights into how organizations manage DEI.

During her early days at Merrill Lynch, Jha faced a challenging pregnancy, which led to a difficult decision to leave the firm. Reflecting on this period, she says, “That kind of threw me into a period where I began to question every aspect of myself.” This personal experience deepened her commitment to diversity and inclusion, shaping her professional path significantly.

These early experiences laid the foundation for Jha’s future roles in DEI, equipping her with the empathy and insight necessary to drive meaningful change within organizations. Her story is a powerful reminder of how personal challenges can forge professional resilience and purpose, especially in the field of diversity and inclusion.

Leading Diversity and Inclusion at SAP

When Supriya Jha joined SAP, she was impressed by the company’s established foundations in diversity and inclusion. “What impressed me most was the ‘tell it like it is’ attitude of our employees,” Jha recalls. SAP had a rich history of initiatives, particularly around LGBTQ inclusion and autism, spanning over 20 years. This long-term commitment to diversity provided a robust platform for Jha to build upon.

Upon her arrival, Jha identified areas where SAP’s DEI strategies could be enhanced. One of her key initiatives was the introduction of the company’s first Diversity and Inclusion report. “We launched our first-ever Diversity and Inclusion report, which has completed two editions since 2022,” she explains. This report played a crucial role in increasing transparency and fostering a sense of ownership among employees regarding DEI initiatives. “Our employees really began to own the topic of DEI in a more tangible fashion,” Jha notes.

Jha has also been instrumental in boosting SAP’s efforts around various employee networks, such as the Interfaith Alliance. This network is focused on creating an inclusive environment for people of all religions and faiths, proving particularly valuable during global crises like the women’s revolution in Iran and the Israel-Gaza conflict.

Achievements and Initiatives

Under Jha’s leadership, SAP has made significant strides in diversity and inclusion. One of the notable successes has been the revival of the returnship program, designed to help individuals re-enter the workforce after an extended break.  

Jha has also focused on ensuring that SAP’s DEI strategy is integrated into its broader business strategy. This includes applying a DEI lens to areas such as artificial intelligence (AI). “When we think of AI, for instance, we apply the DEI lens,” she explains. SAP’s AI ethics steering committee examines every product development effort with an emphasis on diversity and inclusion, ensuring that these technologies benefit all users equitably.

Furthermore, Jha has emphasized the importance of accountability in DEI efforts. “Going forward, with the KPIs that we track, we are going to hold our Executive Board accountable for our women in executive ranks,” she states. This approach includes tying compensation-related goals to the achievement of DEI objectives, ensuring that leaders are committed to fostering an inclusive environment.

Jha’s efforts have not gone unnoticed. SAP’s commitment to diversity and inclusion has attracted positive attention from investors and partners alike. “Our investors began asking more questions around how we were doing on DEI,” Jha says. This external scrutiny has further reinforced the importance of maintaining and advancing SAP’s DEI initiatives.

These achievements reflect Jha’s dedication to creating a workplace where diversity and inclusion are not just policies, but integral components of the corporate culture. Her work at SAP serves as a model for other organizations aiming to enhance their DEI efforts.

Challenges and Future Goals

Despite the significant progress made, Supriya Jha acknowledges that there are ongoing challenges in the realm of diversity and inclusion. One of the primary hurdles is ensuring that senior leadership remains fully engaged and committed to DEI initiatives. “It continues to be a challenge, regrettably, in many places,” she says. To overcome this, Jha emphasizes the importance of connecting leaders directly with the experiences of diverse employees. “Bringing leaders closer to the actual topic, getting them to see what it really feels like,” she explains, is crucial for fostering empathy and understanding.

Looking ahead, Jha is focused on further embedding DEI into SAP’s business strategy and culture. She stresses the need for continuous effort and storytelling to keep the momentum alive. “This requires consistent application of efforts over a long period of time,” Jha notes. Her vision for the future is one where DEI is seen as a fundamental element of business strategy, driving innovation, and fostering a supportive and inclusive work environment.

Supriya Jha’s journey at SAP highlights the transformative power of dedicated DEI leadership. Her efforts have not only strengthened SAP’s commitment to diversity and inclusion but have also set a benchmark for other organizations. As Jha continues to advocate for DEI, her story serves as an inspiration for HR professionals and business leaders alike, demonstrating that with persistent effort and a genuine commitment, it is possible to create workplaces where everyone can thrive.

Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.

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