Shakti Diversity and Equity Training

The Diversity, Equity, and Inclusion (DEI) industry has exploded over the last several years and despite widespread criticism , organizations across industries have realized the value in investing time, money, and energy towards DEI programming and initiatives. With this evolution, a healthy debate about what acronyms we should be using to effectively communicate the guiding principles of “DEI” has ensued. Recently, there was a rich discussion between influential content creators who have dedicated their social media platforms to creating awareness about the topics of inclusion, equity, anti-racism, and justice. As I tuned in to this conversation narrated by some of LinkedIn’s top voices debating if our work should highlight Justice (JEDI), Belonging (DEIB), or just be focused on the original three guiding principles of the field (DEI), I was surprised that this debate did not include highlighting anti-racism (DEIA). I believe that DEI work should and MUST include anti-racism in tod...

 Antiracism work is uncomfortable, challenging, and a journey that has no finish line. It requires us to “look in the mirror” and examine our relationships to race and racism. My journey into the antiracism space was not strategic or planned. It was my own experiences of racism endured as a South Asian person navigating a White world that led me to this work. In guiding others to develop their racial consciousness and anti-racism lens, I’ve come to realize that storytelling is a powerful and necessary tool. It is when we tell our personal stories, that we affirm our existence and lived experiences, but most importantly, it is our stories that help us heal from the traumas of racism. While I do not have the time or space to write about all the incidents of overt and covert racism I’ve endured throughout my life, my early experiences of growing up in a predominantly White community were profound enough that they caused me to feel a deep shame towards my Indian ethnicity. As a result ...

As our workplaces continue to grow increasingly diverse and the business case for Diversity, Equity, and Inclusion (DEI) becomes undeniable, organizations across industries are understanding the importance of cultivating an inclusive workplace in which all employees feel welcomed, respected, supported, and valued. Diversity reporting has become a normative practice in organizations across many industries. However, these reports say very little about an organization’s inclusiveness because a diverse workplace isn’t necessarily an inclusive one. While inclusion is a key ingredient to a successful business , it is not an automatic result of a diverse workforce.   Verna Myers, Netflix’s Vice President of Inclusion Strategy , helped drive this point home when she famously stated that “diversity is being invited to the party [and] inclusion is being asked to dance.”  This quote was instrumental in sparking the national conversation about inclusion in the workplace, but I think ...

In the last week, South Asian Americans have shown up in a big way to the fight against anti-Black racism. The murders of Ahmaud Arbery, Breonna Taylor, and George Floyd have worked to incite an awakening and call for racial justice within the South Asian community. This awakening is apparent on Instagram, with thousands and thousands of South Asians using the #southasiansforblacklives hashtag. When I first started using the hashtag #southasiansforblacklives on Instagram, it was a lonely space, with only   one or two other people sharing the hashtag. In the last week, this hashtag has been a vital way for thousands upon thousands of South Asians to connect and engage in virtual activism and allyship with Black Americans.  As someone who has been committed to disrupting anti-Black bias for over fifteen years, I feel hopeful with the new South Asian American voices and bodies that have joined this movement. This is the time for us to work collectively as a community to ...

The end of Black History Month doesn't mean that we should stop learning, thinking, and talking about ways to honor and acknowledge Black American history and the remarkable contributions Black people have made to our country. One of ways we can acknowledge the history of Black Americans is to refrain from grouping their histories and lived experience with all other communities of color. When we use the term "People of Color" we fail to acknowledge the oppressive history of systemic racism and discrimination that both Black and Indigenous Americans have experienced. The term BIPOC (Black Indigenous People of Color) is becoming increasingly popular and embraced by many people working towards racial justice and anti-racism. "BIPOC" is an alternative to "People of Color" and it works to acknowledge the unique experiences and history of both Black and Indigenous Americans. Words Matter. Watch this to learn more about this emerging trend in the la...

The language of diversity and inclusion is ever evolving and changing. This evolution of language can make communicating about diversity, equity and inclusion (DEI) intimidating. In my years of teaching and training, I have made my fair share of errors in judgement when communicating about various social/culture identity groups. These moments were often times embarrassing and sometimes even painful, but they were inevitable and provided me with valuable lessons that were important in developing my DEI insight and expertise. Making mistakes when communicating about diversity is inevitable (this is especially true for people who are at the beginning stages of their Diversity and Inclusion journey). It's when we reflect on and learn from these mistakes that we gain increased awareness and are able to develop into culturally responsive and respectful communicators. One of the most important lessons I have learned through my own growing pains as a DEI practitioner is that WORDS MAT...