Shakti Diversity and Equity Training

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 it’s time

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 help dism

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