Cecilia Orellana-Rojas, PhD, serves as Senior Vice President of Strategy and Research for the National Diversity Council (NDC). In this role, Cecilia drives NDC’s programming and content strategy. She creates, and often leads, innovative, high-quality, educational and research initiatives to support and enhance the DEI journey of NDC’s clients. Cecilia is the creator of the NDC Certification Program curriculum, which prepares professionals for successful careers in the DEI space. She is also the developer of the NDC Toolkit, a unique diversity reference portal, and the NDC Learning Hub, which offers virtual and in-person learning solutions on DEI topics.
Recently, in an exclusive interview with CXO Outlook Magazine, Cecilia shared her professional trajectory, insights on how DEI initiatives must be effectively measured and sustained, her favorite quote, future plans, pearls of wisdom, and much more. The following excerpts are taken from the interview.
Hi Dr Rojas. What led you to the realm of diversity, equity, and inclusion (DEI)?
My first personal experience with DEIB was with the equity part, growing up as a girl and teenager in my home country, Chile. I became aware of the deep socio-economic and gender stratification within Chilean society and its impact on people’s life chances. At a young age, I learned about the importance of education as a great equalizer while volunteering with the literacy campaigns in working class neighborhoods. I understood that Chilean society had to undergo a meaningful transformation to achieve equity. What I didn’t know then is how long it takes for change to take place. To achieve equity, we must commit to a lifetime journey of human agency both at the personal and collective level. Striving for equity through diversity and inclusion has become my purpose in life, and I guide my actions through this compass.
What do you love the most about your current role?
To my role at the National Diversity Council, I bring 15 years of experience in the corporate sector supporting the formulation and implementation of DEI strategies at a large telecommunications company. Prior to that corporate role, I worked as a journalist and later taught sociology in academia for more than 10 years, focusing on U.S. race relations, gender, Latin America, and research methods. My doctoral dissertation gave me the opportunity to learn about the process of identity construction among the Mapuche, Chile’s largest ethnic minority. Finally, my own upbringing in Chile and life experience as a first-generation immigrant in the U.S. have also informed my understanding and approach to DEI.
What I love the most about my role at the NDC has been the opportunity to contribute to DEI while positively impacting people and organizations.
I have been honored to lead and witness the continued growth of the NDC Certification Program, which has been recognized as one of the 12 Best DEI Certifications of 2024 and best eight certifications of 2022-2023 by the Academy to Innovate HR (AIHR). Developing this program was a labor of love that required extensive research as theory and practice were brought together.
NDC’s intensive certification program empowers participants with the skills and knowledge needed to help organizations make true change. During our week-long program, facilitators and guest speakers share insights from their areas of expertise and engage in meaningful dialogue with participants. The program culminates with students divided into groups to work on a team-based project as a practical way to apply what they’ve learned. Participants, who come from many roles such as human resources, finance, marketing, and communications, leave able to embed DEI in all areas of their personal lives, professional career, and business.
Many of our graduates refer to our program as “life changing” and believe the certification gives them more tools in their toolboxes to further advance DEI initiatives in their place of work.
NDC’s training doesn’t stop after the five days. Our participants not only bond with their cohorts but are welcomed into an extensive network of more than 1,700 alumni. It’s not uncommon for graduates to reach out to one another for advice and support as they continue their journey. It serves as a reminder that we are always stronger together. It shows the impact of our work on people and organizations.
How do you see the larger DEI landscape today with a lot of organisations doubling down on their diversity efforts?
Our mission at the National Diversity Council (NDC) is to foster an inclusive workplace environment as we partner and support companies and organizations across the United States. More and more, we have seen exponential growth in DEI initiatives. According to statistics, more than 75 percent of job applicants say a diverse workforce is important when considering a job offer. But to continue to make progress, organizations must be intentional in their commitment to advancing DEI amidst backlash and opposition.
A 2023 report by McLean & Company concludes that the sense of urgency on the long-term work required for DEI has declined. In the U.S. context, this has been exacerbated by the challenges of today’s DEI backlash and political divisiveness. At the NDC, we believe that organizational focus on diversity, equity and inclusion is more important than ever.
Despite several anti-DEI bills passed in 2024 – including bills that impact the workplace, colleges, and universities – organizations must continue to pursue DEI initiatives and goals. However, they must be more strategic and intentional with their strategy while communicating their commitment to DEI. They must also reinforce a strong business case that confirms the financial importance of DEI initiatives. This allows DEI professionals to counter misinformation and gain additional buy-in from those who may have reluctance around DEI. Lastly, organizations can take an inclusive approach to focus more on empathy, support, connection and allyship to find common ground.
As an organization, we pride ourselves on our commitment to diversity, equity, inclusion, and belonging (DEIB). We are a non-partisan organization, and our focus is on fostering an environment where everyone feels valued, respected, and included. We believe that DEIB is not just a set of buzzwords but a fundamental principle that guides everything we do. We are dedicated to creating a space where individuals from all backgrounds can come together, engage in meaningful dialogue, and work collaboratively towards a more equitable and just society.
Diversity continues to evolve, and the work is far from done. It takes education, advocacy, and dedication. It’s a challenging journey, but the National Diversity Council is up for the challenge. We are hopeful that we will see more companies and individuals seek out opportunities to strengthen their understanding and approach to DEI so that we can achieve the progress that is necessary for our nation and the world.
How can DEI initiatives be effectively measured and sustained? What recommendations and insights have you found valuable in achieving this goal?
DEI initiatives must be measured to be successful and sustainable. The main purpose of DEI measurement is to determine if the initiatives are in fact making the organization more inclusive and impacting the overall strategic goals. To achieve sustainability, measurement should be undertaken at all maturity stages of an organization’s DEI journey.
Organizations must apply rigor to measuring the effectiveness, impact, and ROI of DEI initiatives to demonstrate how they contribute to overall business performance. Funding and resources to advance DEI may be difficult to secure if DEI initiatives lack true impact within the organization.
To ensure success, it is essential that organizations tie DEI metrics to relevant strategic goals. In addition, a multi-pronged, intersectional approach results in a true organizational assessment with the use of quantitative, qualitative, internal, and external measures.
There are various ways in which organizations can effectively measure DEI. The most inclusive organizations monitor demographics across the entire employee lifecycle including hiring, representation, retention, advancement and job satisfaction among others. Organizations with no history of DEI measurement may find it challenging to implement metrics. In their case, it is best to gradually introduce a metrics strategy to ensure buy in. When possible, organizations should link DEI metrics to existing measurement processes, which provide established credibility. Lastly, it is essential to develop a multi-cycle strategy and to undertake year-over-year analysis of a wide range of data.
Research shows that companies struggle to fully mature their DEI initiatives and most fall short in the areas of metrics. Indeed, one of the most common barriers to DEI effectiveness is a lack of metrics followed by a lack of understanding of the benefits of DEI and failure to prioritize DEI at top leadership levels. Organizations that perform better are more likely to emphasize leadership accountability for DEI efforts and use more advanced metrics with goal setting and incentives to encourage DEI.
If you could have a one-hour meeting with someone famous who is alive, who would it be and why?
This one-hour meeting would be with Paulo Coelho, one of my favorite Latin American authors. Coelho’s The Alchemist had a great impact on my perspective of life and purpose. How do we achieve our personal legends? How do we conquer fear? How do we find our purpose? I would revisit the book’s themes with Coelho and learn even more from his wisdom.
Is there a particular person you are grateful for who helped get you to where you are?
I thank my mother, Elsa, for where I am today. She influenced my life in many ways, and I will always be grateful for her dedication and unwavering support of my life journey.
Mami showed me to be strong. She gave birth to me in our home as the hospitals had collapsed during the largest earthquake ever recorded in southern Chile. I often wondered how frightening this must have been for her, giving birth to her fourth daughter in her own bedroom with the help of a midwife. Throughout her life, she showed me her strength countless times, role-modeling resilience and determination.
Mami encouraged me to be the best version of myself. When I was a young girl, she decided to attend a training program in the capital to become certified for a government job. Although she had graduated from high school at the top of her class, she was not given the opportunity to go to college. Her brothers had priority because of their gender. Mami completed her certificate with highest honors and, with her government salary, was able to meaningfully provide for her daughters’ education in private school. She always told me that I could accomplish anything I wanted if I worked hard.
Mami taught me how to lead. As I was growing up, she was active in the parent association of our school, leading in various roles and committees. At work, she often volunteered to take on additional responsibilities, which required her to undertake additional training. In her older years, she became involved in folk dancing and won a regional championship of cueca, the Chilean national dance. Mami was a leader in her own right. She encouraged me and my sisters to take on leadership roles in school, which prepared us for the future.
How do you keep your mind healthy and stay resilient? And how do you motivate your team?
I practice yoga and meditation to keep my mind healthy. I also find inner balance in nature and in books. The outdoors is one of my favorite places to be and I try to experience it as often as I can. For me, the best summer vacation is hiking in the beautiful mountains of Colorado. This is when I can reassess my life and enjoy my favorite authors.
Courage is one of the core principles I bring to my work at the NDC. The ability to make courageous decisions while facing difficult and unpredictable situations is essential in today’s environment. As a nonprofit focusing on DEIB, our organization may often face challenges such as disruption to goal attainment or a general backlash to our mission. The ability to face these challenges head-on instills confidence in my team members and helps us build a stronger foundation for our success as a team.
Collaboration is also essential in accomplishing our goals as a team. I value a collaborative leadership style vs. topdown management to encourage the exchange of information, respect for different perspectives, and a sense of shared responsibility among team members, which is reflected in our results. Collaboration also allows me to strategize and seize opportunities for our organization.
What is your favorite quote?
My favorite quote is from one of my favorite Latin American writers, Paulo Coelho. “When you want something, all the universe conspires in helping you to achieve it.” (The Alchemist)
Where do you see yourself in the next 5 years?
I am passionate about DEI. In five years, I see myself dedicating more time to writing about DEI while I continue to contribute to the mission of the National Diversity Council. Our organization is evolving as DEI evolves. I want to be part of this next stage as we continue to deliver on our mission.
Do you have any tips to share with D&I professionals just starting their careers?
As the DEI field continues to evolve, DEI professionals must gain the relevant knowledge and skills needed to succeed in a highly competitive environment. Furthermore, they must be life-long learners to elevate their impact and ROI of DEI efforts. This is exactly what we do with our NDC Certification Program as we prepare our graduates to lead successful DEI strategies for organizational excellence and innovation.
The DEI journey can be a lonely one. DEI professionals starting their career must be strategic from the onset and use a systems-thinking approach to DEI work. In addition, they must identify and engage key stakeholders across the organization to maximize accountability and impact of DEI efforts.
In today’s technology-driven business environment, DEI professionals will need to learn how to leverage Artificial Intelligence (AI) as they advance DEI efforts in their organization. AI has the potential to help DEI professionals identify problems, uncover hidden issues, and accurately measure inclusion in the workplace. Understanding the capabilities of AI for DEI work will allow DEI professionals to enhance DEI outcomes.