Dr. Uma Jogulu Shares Insights in International Guest Lecture
Semarang, July 18, 2025 – The Master of Management Program at Universitas Diponegoro hosted an insightful international guest lecture focusing on Diversity and Inclusion (D&I) in the industrial landscape, especially in the mining sector. The session featured Dr. Uma Jogulu from Edith Cowan University, Australia, a leading expert in international management and D&I research. The discussion was moderated by Rifka Indi, S.E., M.S.M., a lecturer at FEB UNDIP.
With the topic titled “Effectiveness of Using a Capability Maturity Model (CMM) to Advance D&I in the Mining Sector”, Dr. Jogulu elaborated on how organisations can use a structured approach to assess and enhance their maturity in diversity and inclusion. She introduced the D&I Capability Maturity Model (CMM) developed at ECU, which allows companies to assess their current standing and define improvement pathways through a clear and measurable framework.
“D&I should not merely exist on paper — it must be embedded into the DNA of an organisation,” said Dr. Jogulu during her presentation.
The session walked participants through two major phases of the research project: first, the contextualisation of the CMM tool to fit the mining sector through interviews and focus groups; and second, the maturity assessment workshops conducted with participating companies. These workshops not only helped organisations map their current D&I landscape but also encouraged deeper discussions often absent in everyday workplace dialogue.
Moderator Rifka Indi facilitated an engaging and reflective discussion session, underscoring the importance of involving diverse voices across all organisational levels in the assessment process.
“These workshops are more than evaluations; they are spaces for collective reflection. Especially in male-dominated sectors like mining, diversity issues are often under-discussed,” Rifka stated.
One of the lecture’s key takeaways was the significance of leadership accountability in sustaining D&I progress. D&I efforts must go beyond the HR department and become part of the strategic agenda, with measurable KPIs and regular assessments to ensure real impact.
Participants left the session with a deeper understanding of how strategic D&I practices can be applied across industries and were inspired to champion inclusive changes within their respective organisations.