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“Diversity should not be pursued solely for its own sake but as a strategic advantage. A diverse board brings a wealth of perspectives, experiences, and insights that can enhance decision-making, innovation, and problem-solving.”
― Hendrith Vanlon Smith Jr., Board Room Blitz: Mastering the Art of Corporate Governance

“Nepal is my home, a land of many wonders, but the greatest of them all is its unparalleled diversity and rich heritage.”
― Suman Pokhrel

“By prioritizing a holistic approach to diversity, companies can create a boardroom that truly reflects the multifaceted nature of their stakeholders and maximizes their potential for success.”
― Hendrith Vanlon Smith Jr., Board Room Blitz: Mastering the Art of Corporate Governance

“It can feel as if we鈥檙e giving up our own values or giving in to the other person鈥檚 preferences. The reality is, it鈥檚 not giving up but adding on.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Being in the dominant group, where the culture matches our culture, tends to lead to not only advantage, but also conscious laziness.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Unless we鈥檙e interacting with a mirror all day, we are interacting across differences.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Organization after organization has created a culture of, for, and by only round holes, yet they say they want square and triangle and star pegs.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Equality applies the same rules and advantages to all in an attempt to treat everyone fairly. While used with the best of intentions, the results are rarely equal.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“The systems within our organizations continue to churn out disparities and inequities, and all too often, those charged with fixing the problem look to the wrong source.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Dead Men's Tale (The Sonnet)

They say, time and tide wait for none,
Lest the bird learns it can fly.
The best way to control apes is,
To make them feel guilty for their light.

They say, dead men tell no tale, and yet,
We live our lives based on dead men's tale.
It is okay to tell tales if it enhances sight,
But not the kind that produces a walking hell.

There is no divide when we are alive,
Divisions exist only in kingdom of the dead.
We are divided because we are dead,
Come to life, and all divides will be deleted.

Let us write a new tale with the spirit of life.
Instead of celebrating death,
let's celebrate each other's light.”
― Abhijit Naskar, Himalayan Sonneteer: 100 Sonnets of Unsubmission

“They say, dead men tell no tale, and yet, we live our lives based on dead men's tale.”
― Abhijit Naskar, Himalayan Sonneteer: 100 Sonnets of Unsubmission

“They say, dead men tell no tale, and yet,
We live our lives based on dead men's tale.
It is okay to tell tales if it enhances sight,
But not the kind that produces a walking hell.”
― Abhijit Naskar, Himalayan Sonneteer: 100 Sonnets of Unsubmission

“Organisations are scrambling, and they assume DEI (Diversity, equity and inclusion) won't bring in revenue, so they give it the smallest budget. Then they allocate what little DEI money they do have to programs and events concerning hiring rather than retention, professional development, education, or training. That might help bring in new entry-level employees of color, but if you don't dedicate resources to retention and development, how are you going to help advance these workers to executive positions? If you don't invest in progress, no one is going to suddenly work miracles.”
― Lauren Wesley Wilson, What Do You Need?: How Women of Color Can Take Ownership of Their Careers to Accelerate Their Path to Success

“Women of color are called on to fix the racial disparities in their companies, and it's a huge and exhausting undertaking, especially because it's ultimately not the people of color who still create the change. The workers in the majority groups, and leaders in power - those are the people who will foster change. Everyone else can support the effort, but it's the power players who will be calling the shots.”
― Lauren Wesley Wilson, What Do You Need?: How Women of Color Can Take Ownership of Their Careers to Accelerate Their Path to Success

“Is my dream only a dream? Or are there others like me?”
― E.K. Mosley

“Is my dream only a dream? Or are there others like me?”
― E. K. Mosley, The Last Stardog

“Humans are an eclectic lot from the myriad of their natural features, skin colors, accents, friends, lifestyles, clothes, and choice of drinks. It all goes to tell their story. Deep down, we are all the same. The subtle differences are the spices that make the stew of life rich with flavor.”
― Auburn Tempest and Michael Anderle

“Humans are an eclectic lot from the myriad of their natural features, skin colors, accents, friends, lifestyles, clothes, and choice of drinks. It all goes to tell their story. Deep down, we are all the same. The subtle differences are the spices that make the stew of life rich with flavor.”
― Auburn Tempest, A Gilded Cage

“I confront the question of whether DEI initiatives are divisive and ineffective. The answer is yes on both counts, but not for the narratives propagated by the American ruling class of oligarchs. Rather, we should consider how DEI initiatives have worked just enough to keep the status quo intact for those at the top, while planting the seeds of division between a significant percentage of marginalized and impoverished white people and every other marginalized and impoverished group in the U.S. and beyond.
[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“The first problem with the word 鈥渄iversity鈥� is the word itself. Who is diverse in relation to whom? The way diversity is often framed in institutional domains implies that some people are diverse in relation to others. That some need to learn diversity while others have it and bring it to the table. This framing, I argue, has from the start driven a wedge between a significant percentage of marginalized and disadvantaged white people and other marginalized and disadvantaged groups鈥攇roups that should naturally be allies, not enemies. The only group that benefits from this divide is a small percentage of privileged whites who use the structure of whiteness to their full advantage.
[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“By hiding behind the overarching term 鈥渨hite privilege,鈥� the small percentage of privileged whites have ensured the following: first, they remain disguised behind the veil of whiteness and thus maintain the status quo. Second, they ensure that most marginalized white people remain defensive鈥攁nd come to their defense鈥攚henever their wealth and power are threatened. Third, through the structure of 鈥渨hiteness,鈥� privileged whites ensure that a large percentage of disadvantaged white people see other groups fighting against similar socio-economic ills as enemies, not allies to unite with in their battle. As such, the first bold proposal I make, if we are serious about social change, is to replace 鈥渨hite privilege鈥� with 鈥減rivileged whites鈥� to account for the many whites who are not privileged and distinguish them from those who are. The huge number of disadvantaged white people are allies in this battle against the privileged, wealthy ruling class who utilize countless 鈥渋sms鈥� and 鈥減hobias鈥� as sorting devices, while using the term 鈥渨hite privilege鈥� as a tool to prevent any potential allyship between many white people who are not part of their club, yet are misled to think that the problem is everyone else in society except the privileged whites鈥recision in language makes a huge difference to ensure all social groups who need to unite and work together have clarity on what kind of changes are needed, and who exactly is blocking change and transformation.
[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“It is not a secret that most American and Western institutions and workplaces are very much like mountains: the higher one climbs, the whiter they become. But this whiteness at the top should not be seen as representative of all white people. We must distinguish between the white people who are as marginalized, silenced, and impoverished just like many other groups, and the specific ruling class that is white and that in fact also includes a big percentage of people who only started passing as white in recent history. The latter fact is crucial to understand why the small percentage of privileged whites at the top don鈥檛 mind the narratives that bracket all white people together, because in doing so, they continue to use all whites as human shields, while benefiting from framing everyone else as an enemy of white people at large.
[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“We hear how diversity and equity are about lowering standards or doing away with them altogether. If DEI initiatives do the work they are supposed to do, they should not be lowering standards. Rather, they should revise and change standards in ways that take into consideration all groups who were never considered when these standards were made.
[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“Many DEI trainings and narratives have indeed enabled or produced types of people who seem to be looking for excuses to be offended and to construe, sometimes genuine human slips, as intentional micro and macro aggressions. Even worse, the way things have been done has resulted in people who are quick to play identity cards anytime they are confronted with totally unrelated matters like being incompetent in doing their work or other unrelated professional and personal matters. I am in no way condoning or denying the existence of racism, sexism, and countless other forms of exclusions, marginalization, and even violence against so many vulnerable groups and individuals, but I also can鈥檛 in good faith ignore the darker side of this coin. For one side to be true, it doesn鈥檛 negate the other darker side. In many workplaces and university campuses, we have armies of people who overuse and even abuse the language of 鈥榝eeling violated鈥� over things like someone mistakenly not referring to them as 鈥渢hey,鈥� but they remain completely silent and unmoved by countless injustices on campus or at work, let alone about atrocities and genocides in the outside world. We have a type that wastes so much time giving themselves and others the 鈥榩ermission鈥� to indulge in selfish acts of complicity, indifference, and silence under the guise of 鈥榮elf-care.鈥�

[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“Political correctness was never supposed to happen. Ever. The problem with politically correct language is already in the term itself: it corrects the language, and in doing so, it politicizes it through such imposed corrections. The problem with political correctness is that it corrects the language without correcting the conditions that produce and enable that language. In doing so, we lose two battles: the battle for correcting the conditions that produce the need for the language of political correctness, and the battle for creating awareness among those who think that using politically correct language is going to make any meaningful changes.

[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“Many DEI officers/professionals I have spoken to over the years have confirmed to me that they don鈥檛 feel they have any power to change the structures of the workplaces in which they work. They are given just enough power 鈥� along with a fancy job title 鈥� to appear as though they are making changes, but once and if they dare to confront real problems, they are often replaced or disciplined by the privileged whites who remain at the top of every institution and organization.

[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“Many people have asked me recently what I make of all the workplaces who were so quick to roll back on their DEI practices. My answer is that these are very likely the kind of workplaces that have abused, misapplied, and co-opted DEI initiatives all along. It is proof that they were never serious about such initiatives in the first place. For them, DEI work was just playing the game, and the game they play is quick to change when the rules of that game are changed.

[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“In the end, we are left with this painful conundrum: we only need DEI initiatives because we don鈥檛 truly have a society that values diversity, we don鈥檛 have equitable workplaces and communities, and we don鈥檛 practice inclusion in the deep sense of the word. The day we have them weaved into the fabric of our human awareness is the day the need for such initiatives will cease to exist. Yet, to forcefully do away with DEI is a way to forcefully govern, discipline, and put each marginalized body and group of people in their right place 鈥� a place of servitude 鈥� through a culture of fear and terror spread by the privileged white oligarchs at the top. This is precisely why silence and retreat are much costlier than resisting not only what is being done to DEI, but how DEI has been done all along.

[From "Understanding the DEI Dismantlement鈥� published on Counterpunch on January 31, 2025]”
― Louis Yako

“Finally, bookshelves can be a terrifying place for debut writers, especially those who are marginalized. Writers who are queer, trans, BIPOC, disabled, working class or otherwise marginalized fight tooth and nail for their stories to be told in a world that often seems increasingly unwelcome to them. By buying, reading and sharing these books, you are sending the message that these people and their stories matter. That they deserve to be heard. Never underestimate the power you hold, readers.”
― Frances White

“No two zebras wear the same stripes, no two souls shine with the same light, no two hearts beat in the same rhythm鈥攗niqueness is the divine signature inscribed in every being.”
― Bhuwan Thapaliya