DIVERSE ETHICS

NAVRATRI FESTIVAL INCLUDES ALL

2009-10-01T11:20:00.003+02:00

One of the festivals in the Hindu calendar of the world is Navratri. It is a festival of nine nights. It is a time when people of all ages come together to celebrate the beauty of creation and give thanks to God for giving us a healthy and prosperous life. It is a festival of motherhood, giving thanks to Mataji for enabling mothers to nurture creation. In the UK, it is celebrated all over the country, and as always, I made a lot of effort to invite the media and civic leaders to come and enjoy the celebrations and see social cohesion in practice. I have always believed that many of the solutions to our intractable problems lie in the past, and they need to come off the boundaries of faiths and cultures, and be shared more widely to enrich the whole world. Navratri is such a festival, and we had two full colour pages in the Gazette this year and a national BBC radio broadcast on the festival - you can view it by clicking this pagelink and listen to the broadcast:(http://news.bbc.co.uk/local/essex/hi/people_and_places/religion_and_ethics/newsid_8283000/8283315.stm.) The awareness of the festival and its virtues are spreading everywhere.

SMALL TOWN BRITAIN

2009-09-01T12:00:00.004+02:00

http://www.gazette-news.co.uk/news/4569065.My_View__Thinking_globally_will_raise_quality_of_life_and_help_all_citizens_to_prosper/

I wrote the above article on the need to see the big picture of Diversity in Colchester and to embrace it positively for the Colchester Gazette. Small town Britain is a microcosm of the world. That is the huge strength that we have. However, we are failing to harness this positively. Small creative steps can make a huge difference to community life in these towns and cities. Suggestions for these are highlighted in the above article.

I would be interested to hear your opinions.

LITTLE 'RACIAL' CHANGE IN CORPORATE BRITAIN

2009-06-19T17:23:00.003+02:00

Race for Opportunity have just published a report on the state of British workplaces, which makes for interesting reading. It calls for greater transparency and celebrates organisations which collect data on the ethnicity of their employees and their progress through the workplace. The publication of this benchmarking study is noteworthy, and for me, it is as interesting what is not in the report as what is. For example, the report claims that in the top 100 companies, the number of ethnic minorities (5%) is lower than the total UK population of minorities (10%). If you go to Grammar Schools in Britain, the proportion of ethnic minorities is more like 30%! So why should we even settle for 10% in the Boardroom, if minorities are so able and so resourceful. Also, if the top 100 British corporations are global corporations, then surely they should outward facing rather than inward looking? In which case the target percentage of diversity in the boardroom should be more like 80%!

There is an admission that something is going wrong in the middle of these organisations - not enough people are rising up the ladder. Here again corporate culture and attitudes has a very important role to play. Some organisations like American Express and the MoD have introduced mentoring as a way of enabling people to rise through the ranks and support them in the process. This is very important and laudable. But it is a slow and gradual process. And as the report highlights, the recession can set back some of these long term schemes very easily.

My real fear is that the leadership in Corporate Britain is still resisting diversity and pushing it under the carpet. The genuine commitment in this area is very weak. As a result, the significant structural changes needed in the organisations do not happen. And minorities certainly lose out big time. For many, workplaces are like torture chambers, especially as they climb the ladder. And in the recession, these chambers become traps. Sadly a large number of minorities give up their identity on their way to the top. That is the only way they can 'adapt'. I am sure this has a big impact on their 'inner' personal life.

POETIC RECIPE FOR RESPECT

2009-06-03T09:31:00.004+02:00

One of Britain's most famous poets, Benjamin Zephaniah, has a profound and deep love of people. He has written a wonderful poem called 'The British' which is linked below:

http://www.bbc.co.uk/poetryseason/poems/the_british.shtml

It creatively shows the melting pot of Britain, described as a recipe - a recipe for fun, joy and creativity, a recipe for respect. In a few words, Benjamin shows that equality is not a statement or a policy guideline but a practical act of connection and dignity. Each and every person is important, each and every voice is important, and peace is the most important of all.

Words can be used to build bridges. In workplaces, we can use words to inspire, to motivate, to respect, to encourage and to build a better Britain, proud of its diversity, keen to embrace it and profit from it. The BBC's poetry season is a great reminder of the power of words and their importance in inspiring people and uplifting everyday lives. Raise your life today - read a poem, or write one.

And enjoy the dialogue with your soul.

LORD DHOLAKIA'S CALL FOR CIVIC ENGAGEMENT

2009-05-13T09:45:00.006+02:00

I had an excellent meeting this week with Lord Dholakia, the former president of the Liberal Democrat party and one of the most prominent ethnic minorities in British politics today. He was very complimentary of our recent book entitled: 'Social Cohesion - A Jain Perspective' by Dr. Aidan Rankin and Dr. Atul Shah and he cogently argued that the Jain faith and community have a critical role to play in British political and civic life. Such a community has the potential to enrich the whole of Britain through the sharing of its culture, values and heritage. He had huge praise for Jain art, temples and community and said that our philosophy of uncompromising ahimsa (non-violence) is a very useful barometer for Britain. By coincidence, the next day on Radio 4 'You and Yours' there was a representative from the Ministry of Justice saying that the government is actively seeking to help ethnic minorities play a greater civic role in British political life.

Lord Dholakia explained at the meeting that communities should develop a strategy of engagement and question politicians about their commitment to different values and belief systems. He particularly emphasised the need to involve the hugely articulate young people from the Hindu/Jain communities in Britain today. They have great potential and the space needs to be created for their participation in civic life.

The social enterprise Diverse Ethics has as its central aim the improvement of inter-cultural relations and understanding and we have a strong background in this area, as writers, trainers and consultants- visit http://www.diverseethics.com. We can provide excellent support to both communities and government in the processes of civic engagement and improving the understanding of British political life. We firmly believe that in doing so, we will improve the lives of both - minorities who feel marginalised, and government and political institutions which want to be more representative and improve their creativity and wider public appeal.

Our aim now is to create a Jain panel for civic engagement, and there are already a number of persons interested in this. More widely, Diverse Ethics will now directly engage with public bodies to facilitate their community engagement and educate ethnic minorities about the processes and benefits of civic engagement.

ANCIENT WISDOM ON LEADERSHIP

2009-04-28T17:24:00.003+02:00

I am just completing a very interesting course on leadership organised by the charity Common Purpose http://www.commonpurpose.org It is an experiential course, and one of its central themes is 'Leading Beyond Authority' - as the most common approach to leadership seems to be through the use of status and power, and Common Purpose would like to show other approaches which in the long run are more 'empowering'.

I come from a whole culture and community of leaders. It has very long roots, in fact 3000 years old, and it is fair to say that the Jains are not just leaders but oftentimes, leaders of leaders. We have a beautiful temple in London which is dedicated to our 24th Tirthankar (Prophet) Mahavir who was our pioneering spirit. Born as a prince in northern India in 599 BC, he was well-educated and from a young age, had a deep spiritual quest. At the age of 30, he decided to leave his home and family and go into the forest to meditate on the real science and purpose of life. A deep and intense reflection over a period of twelve years resulted in him attaining 'Kevalya Gnan' (perfect knowledge and wisdom) one day, and after that, he established the Jain Sangha and gave sermons on the science and philosophy of ahimsa (non-violence).

The connections with Common Purpose are obvious. The Jains also believe very strongly in interdependence and this philosophy is extended to all living beings (parasparopagraho jivanam). There is a strong emphasis on values and self-discipline. Every Jain is encouraged to minimise harm to any living being and live a life of simplicity and respect. The environment, animals and nature are given a very high status, where humans are trustees and fully responsible and accountable for their actions.

When such values are practiced, leadership becomes a 'natural' act. People are automatically drawn to you as there is no agenda, and one leads through example. Knowledge and learning are regarded as very important for the progress of the soul, and the combination of a scientific approach with a deep sense of ethical accountability are key ingredients for success in leadership. Even in the area of thought leadership, Jains have had a huge role in the history of India. Mahatma Gandhi, regarded as the greatest leader of the twentieth century, drew his inspiration from the Jain philosophy of ahimsa. Our latest book on 'Social Cohesion' can be seen as an example of responsible thought leadership being given to this very pressing problem in Britain.

In the guided tour of the temple on 9th Mayhttp://www.diverseethics.com/CommonPurposeTour.htm, I will explain these concepts and show how Jains replenish their leadership values and commitment through regular worship and prayer. For us, Common Purpose is a cosmic law. We are very pleased to be associated with this charity and to help them with their diversity outreach.

DIVERSITY IN THE CIVIL SERVICE

2009-04-25T12:00:00.003+02:00

http://www.civilservice.gov.uk/jobs/Diversity/Summer/index.aspx

The above link shows details of a programme for University students from diverse backgrounds to have a paid internship in the Civil Service. There are details of case studies of individuals who have worked and their experiences of the programme. Special training is also provided during this time, with the aim of attracting the students to permanent jobs and also to act as ambassadors for the Civil Service.

This is a positive, practical example of how the diversity mix of staff in an organisation can be altered and barriers to entry and perception broken. It is not the only solution, as often there are barriers to promotion after minorities are recruited, but it is definitely a start in the right direction.

As we have maintained with earlier blogs, the real problem in the British public sector is with senior level recruitment and retention. This is often where diversity is weakest, and there are huge cultural and ethical barriers which need to be faced and addressed before there are results. This is a particular expertise of Diverse Ethics (the social enterprise that I have founded) and we would be very happy to help organisations implement sustainable practices to embrace diversity for the medium and long term.

COMMUNITY ENGAGEMENT

2009-04-17T16:31:00.005+02:00

We took a group of managers from the arts, education and heritage sectors for a tour of the Jain Temple in London to help them experience an ancient Ayambil festival. Festivals are a handbrake on life - they are great opportunities to recharge and reflect. Where we have an ancient festival based on a timeless philosophy of 'respect for all life' (Ahimsa), the meaning behind the festival is very special and timely given the modern age of disrespect and mass animal cruelty.

The experience was truly uplifting for everyone who came - it enabled them to see an ancient culture from the inside, and admire its integrity and genuine spirit of hospitality and welcome. When we learn and celebrate these ancient wisdoms, we inspire and enrich modern life by really seeing how much we have to learn from difference. Prejudice or ignorance gets reduced by such experiences. Creativity is sparked from within by simply being in beautiful surroundings. Possibilities and positive thoughts emerge spontaenously.

We recommend that when we have an opportunity, we should use different cultures as a way or stretching our minds and expanding our horizons, without necessarily losing our personal identity. Culture tours are one way, but there are so many other ways. Media should not be the only source of such information - we should actively seek it out ourselves. And children should be exposed at a very early age in their life.

For more pictures and articles, visit http://www.diverseethics.com/Ayambil.htm

OBAMA VISIT TO LONDON

2009-04-07T10:55:00.003+02:00

Ordinary people are extra-ordinary. Ordinary people matter. Ordinary people is where life and its problems and challenges, are real. When Michelle Obama visited a girls school in inner city London, she remembered her 'ordinariness' and showed great courage and humility by not playing to the tune of the media or any 'middlemen' about how she spent her time here. In the process, she ignited good values about education - hard work, perseverance, even that it is 'cool to be smart'. She went on to Harvard, in spite of being raised in an ordinary Chicago family.

There are many similar stories of ethnic minority successes in Britain - perhaps not as powerful, but significant nevertheless. For most of them, success has been won through hard work, perseverance, and sheer guts and determination. Examples include the founder of New Look, poet Benjamin Zephaniah, the writer Andrea Levy, artist Shanti Panchal, actress Meera Syal, and we can go on.

As a country, Britain still fails strongly to embrace this talent for its own progress and betterment. This is because the media is still strucuturally biased, and very powerful. But we do not need the media. We should recognise and support our own success stories, and use our networks and contacts to help them go far and wide. As ethnic minorities, we need not be jealous of others in our communities, nor ashamed to help them. In their achievements and successes lies our own. This is the only way we will open channels for our young to climb the ladder of opportunity and empowerment that they so deserve.

EQUALITY IN CRISIS

2009-03-30T09:37:00.003+02:00

http://www.guardian.co.uk/uk/2009/mar/29/trevor-phillips-equality

The above article details the recent wave of high-level resignations at the Equality & Human Rights Commission. This is a body set up to enforce equalities legislation in this country and is now itself in crisis, in some cases because of unfairness and inequality.

In Britain, the issue of race will not go away unless Britain addresses its deep cultural 'will to power'. There is a strong desire for people to have power over others and control them so that they themselves can rule the roost. As long as this cultural trait prevails, there is very little chance for ethnic minorities to progress, except in very competitive commercial organisations or in their own 'ghetto' businesses and bodies. And paradoxically, most ethnic minorities are not after power - in fact, in their cultures, power is seen in a very different way. In my own culture, power is not over others, but it is sought to overcome one's own inner vices and greed. This is the key to lasting freedom and happiness, not the temporary and fragile power over others.

Diverse Ethics can help guide leaders in organisations to overcome this will to power. In fact we are already successful in doing so with some significant national organisations. However, we can only do so if the leaders make a determined effort to re-create an organisational culture toward sustainable values and ethics. We can draw on differing ancient wisdoms on power to show how its fears and insecurities can be overcome to create a new dawn for the individual and the organisation.

DIVERSE FICTION

2009-03-23T18:34:00.003+02:00

http://www.bbc.co.uk/ladies/

I have become hooked on the above new BBC TV series, 'The No.1 Ladies Detective Agency' based on the books by Alexander McCall Smith. I have seen many series on crime, but this one is striking because it is set in Botswana with all the colours and the different scenery, the actors are non-white, and the plots are so simple and realistic. I often find that with crime fiction, the modern approach is to show power, use all the weaponry and science to commit or decode the crime, and show a clear divide between the criminals and the good people.

Here on the other hand, the detective has a small pick-up car, is a 'fat' woman, and charges based on the ability of the payer - sometimes doing work for free. Also there are children involved throughout, there is very little of the usual sex and violence formula, and the approach is to use imagination rather than powerful and expensive resources. No attempt is made to ignore or bypass that which is not 'normal' and instead every attempt is made to be inclusive. Also in one episode, there are three or four crimes solved, so it is diverse in itself. The first pilot film was shot by the late Anthony Minghella and he did a superb job. The series is really living up to his high standards of production and direction.

To me, this series shows the power of diversity and the mosaic it weaves through everyday life. Without it, life would be so dull. I strongly recommend it.

TRULY UNDERSTANDING THE POWER OF DIFFERENCE

2009-03-01T19:40:00.003+02:00

There is a lot of ignorance about the true benefits of diversity. If asked, people might define it as equal opportunities, equal chances, fair treatment, respect. I have even encountered educated people who ask me 'what's diversity'!

In truth there are no short answers. But if we recognise that all organisations depend on people and their quality and integrity as its very core, then diversity starts to take a whole new world of meaning. Because if we are dealing with people, then we need to understand what it is that really stirs them from the inside - what they believe in, value, like, dislike, and so on. Until we understand that and acknowledge it, we will be working superficially rather than holistically. In reality, this is where most organisations operate - they have a goal, and want to use people to get there. They feel dealing with people's cultures and values is messy and for some, maybe even a breach of their privacy.

Let us take the example of the current financial crisis. How much emphasis was given to evaluating the ethics of bankers, their integrity? What about the economists who teach and write on banking matters - how much do they care about the impact of their writing on society? Are they doing their work just for themselves?

Diversity is about understanding and respecting culture, harnessing the variety of opinions for the steering of the organisation, and building trust and values to make the culture truly global and open. It is not about 9-5 but 5-9 - what the employeed lives and breathes outside of work and how those passions can be harnessed. It is by nature soft, non-mechanical, even unpredictable, but therein also lies its strength. Diversity can cushion an organisation during difficult times, opening new horizons, new ideas for getting out of the mess.

Yes, organisations need to do cultural hedging, improve cultural competence, and see culture as a way of building sustainable wisdoms.

INTEGRITY CANNOT BE MANUFACTURED

2009-02-12T17:32:00.003+02:00

Britain is in a real crisis. At the root of it is a lack of integrity. So many people in public and private office have been deeply mired in the present economic scandal that the mind boggles. I was fortunate to have been researching this area 17 years ago and published a series of papers on bank regulation, critiquing it and raising serious concerns. But I was ignored, partly I am sure because of my ethnicity. How can someone speaking with an accent know the science? And bankers were right because they were making money - and I was not. I chose a poor career out of a deep concern for ethical reform. I inherited a 3000 year old culture of humility and integrity. So little of this is valued today, especially by those in positions of power. But this is the price we are all paying now, for the lack of integrity of those in financial and political power.

Serious reform is needed, and it cannot be undertaken by the elites. It is their time to leave now, and give up the mantle to those with real integrity, not manufactured power.

OBAMA - RACE, FAITH AND VALUES

2009-02-10T12:40:00.004+02:00

President Barack Obama's unique book, 'The Audacity of Hope' has three key chapters devoted to the subjects of values, faith and race. As one of the most visionary leaders of the modern era, it is worth noting that he has identified these subjects as key agendas for the future. These are also the very arenas for which Diverse Ethics has been established - to build bridges of respect and tolerance, and even transform societies by drawing from the wealth of diversity wherever it may come from. This is the huge opportunity waiting for us to tap. The 21st century offers the potential for us to really connect with one another like never before and take our knowledge and understanding to new heights. Our recent book 'Social Cohesion' is an example of the new sets of ideas which can enrich the world by drawing from the wells of ancient wisdom and experience. It is attracting significant interest among policy-makers and thinkers everywhere.

Faith is so often dismissed and misunderstood by the intelligensia. Race is also subjugated by powerful interests, and for so many, values are not of any concern whatsoever. I get shocked when I meet senior leaders who have no concern for the world and its betterment. Here is a simple example - when Britain is in this mess, why is Gordon Brown so keen to get re-elected? Is his aim simply power and status? Who would want to do this dirty job? Only those who are ethically minded should have positions of power - Barack Obama clearly brings this to the fore and is the right person for the challenges ahead. Integrity and values are the key to a better future, and neither of these can be manufactured overnight. We have to actively look for cultures and communities which infuse integrity and remove double-speak or a duplicity in thought and action.

OLYMPICS AND DIVERSITY

2009-01-30T10:57:00.002+02:00

Yesterday, I was at a business breakfast about the London Olympics and the opportunities for businesses to tender for contracts in this space. There was hardly any mention of the importance of cultural diversity in the presentations, and there were only two ethnic minorities in the audience of a total of fifty people. I stood up and reminded the panel that one of the key reasons why London won the bid was because of its huge cultural diversity, and therefore it is a legal duty that ethnic minorities benefit from the contracts that are awarded.

This is the reality of race equality in Britain - having a diversity and equality policy will help you tender for Olympics contracts - it does not matter if the owners and directors are mono-cultural to win, except perhaps for the really big contracts, where companies have rushed to hire some ethnic consultants/advisers to win the tenders. The tick-boxing culture is so rampant in Britain and the understanding of race issues so weak among the majority culture, that there is a huge amount of work to be done. Above all, prejudice is deep and real.

Going back to yesterday, one local Councillor came to me and said 2 per cent of Essex is ethnic so we were proportionately right in the room - he somehow forgot that it was this proportion which helped him win the Olympics in the first instance, even though I had said it loudly in my question. Another Business Link representative said that the event was open to all - so it is upto minorities to make the effort to come - he somehow forgot that Chiness takeaway workers are that because they cannot get any other work nor has anyone taken an interest in their training and development for them to learn and progress - they remain stuck behind the counter and sometimes suffer the swearing and taunts they get from their customers, quietly. This in spite of feeding Britain.

Where does one begin in this dialogue? People are so ignorant of their own prejudices and ethnic minorities so incapacitated that there is much to be done. And when Sir Trevor Phillips says that there is no institutional racism in Britain, I strongly disagree.

GLASS CEILING OR DARK CEILING?

2009-01-12T12:48:00.004+02:00

The latest report on race in Britain from Race for Opportunity shows yet again the real difficulties for ethnic minorities to attain senior positions in both the private and public sectors - the report actually shows that the gap is likely to widen in the future, rather than narrow. None of this is surprising and there is very little embarassment even after Obama has attained the highest leadership position in the world. The real truth is that there is widespread ignorance in Britain about culture and the benefits of diversity and a real fear of difference, especially among people with positions of power and influence. They would rather have workers whose behaviour is known and predictable. Also all too often, the opportunities, mentoring, training and experience that is required at middle-management levels is denied to them. There is a club mentality and people of different cultures are not allowed to be in this club. Even worse, the phrase 'glass ceiling' suggests you can look but not touch or reach. However, if the ceiling is dark, one cannot even look. There are so many public and private sector organisations which have no visibility among ethnic minorities and therefore, we are not even aware of the possibilities for career potential and progression that lie in these organisations.

If there is a serious commitment to change, then work needs to be done at several levels - leadership training to allay fears of diversity, targets to force leaders to change habits or leave, a communications audit to test how the organisation is perceived by minorities, and a culture of innovation which requires organisations to come up with new ways of operating and involving minorities in the innovation process.

If we look at Universities and Grammar Schools in Britain today, they are disproportionately dominated by high achieving ethnic minority students. If there are such strong blockages to leadership, you can rest assured that many of the cream professionals of this country will be migrating out of Britain in the coming years, leading to a brain drain. At a time of economic crisis, Britain simply cannot afford to lose its best brains. Urgent and decisive action is necessary. No less will do.

I AM YOU - ONLY DIFFERENT

2009-01-09T10:42:00.005+02:00

http://www.petatv.com/tvpopup/video.asp?video=nonviolence&Player=wm&speed=_med

Ingrid Newkirk, the founder of People for the Ethical Treatment of Animals and one of the foremost animal welfare campaigners in the world, makes the most beautiful and compelling statement about the reasons for treating animals with love, respect and dignity that I have ever heard. The above link is a video of her address at the International Conference on Non-Violence in Bethlehem. I strongly recommend you to watch, listen and share in your classrooms or meeting rooms with friends and family.

The real crux of respect is that we do not see others as separate from us. We need to understand our mutuality and inter-dependence, and she argues, animals are a key part of that inter-dependence. Human wars are not disconnected from our daily war on animals. They are simply another symptom or our machoism and arrogance in the world, a far cry from our innate capacity for peace and compassion.

Ingrid has experienced so much violence in her life, so much bullying, yet she has struggled on and it is so surprising that her voice is filled with compassion in spite of her experiences. Her very life is an expression of inter-dependence and ahimsa. I hope after listening to this, you will find time to explore PETA's excellent website http://www.peta.org/ full of free and constructive information and resources and promote it to your friends and family. They also have offices in UK and India and work globally to promote the protection of animals - a charity worthy of support from all who believe in peace.

WAR AND PEACE

2009-01-06T02:01:00.002+02:00

Children are the innocent victims of war. They become pawns in a struggle they do not understand and whose consequences they can only fear. How do we explain the current Middle East monstrosity to children? My ten year old son looked away when I tried to talk to him. It was as if the whole thing was too confusing and cruel to discuss.

But when has society seen children as a barometer of progress? When have adults given voice to their feelings, hopes and aspirations? How will the credit crunch impact on children? All I can see in UK is vote-buying and white collar corruption for power. The innocence of children is worthy of abuse say the politicians, in a subtle tactless way. Well they are wrong. It is children who remind us about love, kindness, sharing and happiness. It is they who show us selfless and unconditional love.

I heard a programme on BBC Radio 4 about how the Affluenza virus is a particular problem for English nations and someone asked whether this has any cultural causality. To me this is a clear problem, but rarely is there such a self-examination, except perhaps through humour. There is far too much pride at stake. British culture really needs to be put under the microscope to build lasting peace in Britain. No less will do.

CHANGING FACES

2008-12-12T11:38:00.003+02:00

On Tuesday 9th December, I was invited to address members of the Oshwal Accountants Group and their partners at a dinner in Harrow, North London. I have known this group for twenty years and it was started by a group of people for whom co-operation and community was an instinctive act. Their culture and values have really helped them to grow and succeed in every way - financially, professionally and the academic achievements of their children.

The real software of India has been its ethics and values, which the world still does not recognise. By nature, many Indians are flexible and adaptable and assimilate to new environments very well. Also their integrity and discipline is such that they are sought after as employees and advisers. These are the lasting formulae of success in any discipline. When we first came here, we had to almost hide our colour and try desperately to fit in, but now there is a growing realisation by organisations that we have something priceless to give. Diverse Ethics is playing a critical role in educating people about Indian culture and wisdom and in the process allowing Indians to have their own identity and not become coconuts in order to succeed.

I talked about modern developments like the work I have done through the book 'Celebrating Diversity' and 'Social Cohesion', the concept of Social Entrepreneurship, and the triple bottom line of financial, social and ecological performance, and the hijacking of concepts like sustainability and light footprint by people who do not live these values. It is important that Indians take an interest in understanding the scientific basis of their wisdom and articulating it so that they do not have to defend it but instead show positive ways for a better future world.

Books I talked about were 'Planet India', by Mira Kamdar, 'The World is Flat' by Thomas Friedman and 'The Triple Bottom Line' by John Elkington. All of these should be available on Amazon and my own books can be purchased from http://www.diverseethics.com

I also explained to them the power of blogging, and here is an example - why not post a comment and pass this blog on to your contacts to help create a better world?

DIVERSE COMMUNICATIONS

2008-12-11T11:21:00.004+02:00

As cultural diversity is becoming acknowledged in Britain, organisations are increasingly taking an interest in communicating and marketing to diverse communities. However, there is a problem: How can they be reached? And paradoxically, in many cases they are branded as 'Hard to Reach' communities!
One of the reasons for the problems is that the traditional model of mass marketing is breaking apart as customers and audiences become more informed. Coke was a drink made in America but marketed to the world as the greatest drink on the planet. And it succeeded for a long time. However, that same company has diversified a lot today, and is even making soft drinks for diverse communities. In the UK, an ethnic owned fruit juice company called Rubicon, brough a whole new range of tropical fruit juices to the market, and now everyone is emulating them and they have in the process changed the taste buds of Britain. So what are the principles of 'diverse marketing'?
1. Try to learn about the different types of consumers and the way they shop or buy services.
2. Can you sell your existing products to them in a way that is sensitive to their needs? Can you find out what their needs are and adapt your products or services to suit them?
3. Diversity and creativity not only rhyme, but they are in truth deeply connected. Going back to the Rubicon example above, the founders brought creativity into the juice industry and shook up the whole industry in the process. Can you get staff or consultants from these communities to help your research and communications process? Can you build the intelligence of these communities and markets inside your own organisation? The new learnings will definitely help your existing processes as well.
4. In many cases, ethnic minorities operate through strong mutual bonds and communities. In the West, people often find it difficult to understand the depth of their loyalty and mutuality. There is a lot of social capital built in, and for those organisations working in the social or public education and welfare arenas, diverse communities can be a gold mine of information, wisdom and loyalty. To dismiss or ignore them is to loose a wealth of opportunity for personal and organisation growth.
5. The size and numbers of these groups vary, so do their locations. However, the new media and channels of communication such as the internet can be a tremendous boost here to reaching these progressive and tech savvy communities.

So take advantage of the opportunities diverse communities have to offer you as an individual and organisation. Connect with them and experience the joy.

SOCIAL COHESION BOOK - A HUGE LEAP FORWARD

2008-12-04T11:18:00.007+02:00

The first seminar on the new book on 'Social Cohesion - A Jain Perspective' published by Diverse Ethics was held at the St Ethelburgas Centre for Peace and Reconciliation in Central London on 3rd Dec 2008. Mr. Simon Keyes, Director of the Centre, opened the discussion by explaining how topical he felt the subject was - "it is the number one challenge in the minds of central and local government at the moment, and one where fresh ideas and solutions are really lacking. A Jain perspective on this subject is important and adds a valuable contribution to the debate." The audience came from a cross section of organisations - from PETA to Procter & Gamble, from the Jain nuns at Jain Vishwa Bharti to Global Tolerance.

Funded by the Meghraj Foundation and the Centre for Excellence in Leadership, the research was done by Dr. Aidan Rankin and Dr. Atul Shah. The book draws on Jain wisdom to show practical policies which government can implement to help build cohesion, through areas as wide ranging as environmental policy, education, health-care, business and work ethics, crime, politics and economic policy. The foreword is written by Lynne Sedgmore CBE.

The authors explained their motivations for writing the book. Dr. Aidan Rankin explained:"I was brought up in Britain in the western cultural tradition but from a young age, developed an empathy and concern for all living beings. I then came across the Jains and got inspired to research and write about this ancient wisdom and have written three books so far - 'The Jain Path', 'Social Cohesion' and a new one coming out on the subject of 'Anekant'. For Jains cohesion included unity with all living beings, not just humans." Dr Aidan Rankin described his experience of encountering Jainism from a western perspective and how he believed it could change the way we look at politics, economis and our relationship with the environment. We can benefit especially, he believes, from the Jain principle of anekant, or many-sidedness, which enables us to respect diverse viewpoints as aspects of a larger truth.""

Dr. Atul Shah explained his personal story of upbringing in Kenya where cohesion was an everyday experience, but then coming to UK, where he found himself isolated and confused. "My culture and wisdom was never mentioned or discussed at the University where I studied, yet it had such a profound vision for the future and is so relevant to the modern day." This book represented a rise in personal self-confidence about his Jain culture and the vision it can provide for a new and better Britain. It took 30 years of living and working in Britain for me to build that confidence."

In his concluding remarks, Mr. Simon Keyes who chaired the seminar noted: " I think time has come for leaders in government and different faiths to sit and just listen to the Jains as their thinking and vision is so profound and so timely for todays multiple crises. "

ARE GLOBAL ETHICS A MYTH?

2008-12-02T19:08:00.002+02:00

http://www2.cimaglobal.com/cps/rde/xchg/SID-0A82C289-8E62997E/live/root.xsl/cimaethicsevent08venue.htm

The above link is an excellent podcast of a major debate on this topic hosted in London by CIMA, the accountancy body and chaired by Jon Snow, the Channel 4 News Anchor. It was a timely discussion on a critical topic, and I was fascinated to hear Jon Snow say at the very start: I am truly impressed by the diversity of the panel and the audience. It is sad to say, but in most discussions on ethics and public policy, minorities are excluded and by default, the culture and ethics are deemed to be of 'minor' importance. This is so not true.

The UK accounting profession is hugely diverse, and UK accounting bodies are at the hub of the global accounting profession with members stretching far and wide. However, if you look underneath these bodies, you will find the power and management to be very mono-cultural. Also, the ethics of modern accountants are being heavily criticised by many, including the eminent academic Prof. Prem Sikka of Essex University. Rarely have accountants responded in any clear way to his trenchant critiques. His Guardian Blog is a recommended read.

It is therefore very good that CIMA has taken the lead to host this discussion. Accountants need to be more reflective and also engage directly in cultural and ethical debates. There is a fascinating Indian ritual called the Chopda Pujan which has been conducted for centuries, and is so timely for today. It happens on New Year's Eve (Diwali) and businessmen get together to worship the goddess of wealth Laxmi and pray for success and prosperity in the future. However, this prayer is not for personal greed and accumulation, but so that the businessmen can play his or her dutiful role in the upliftment of the whole community and society. Here is a practice which a diverse accounting body should hold at its headquarters every year, not only to embrace diversity, but also to positively portray a good ethical example to the whole world. And please, Indian religions are Dharmas - sciences of sustainable living - they should be seen in this light. Diverse Ethics would be very happy to guide this initiative to any accounting body and it would have huge media interest also.

INDIANS REUNITE AT LSE

2008-11-24T17:21:00.007+02:00

The world famous London School of Economics boasts alumni of Indian origin in the thousands. Many of these are spread out all over the world, with some very eminent ones like Prof. Amartya Sen who won a Nobel prize and Dr. I. G. Patel, who was a former Director of the London School of Economics in the late 80's. Fortunately also, many alumni live in London and we all met on Monday 17th November to meet up with contemporaries and remember the 'good ol' times'. Among the attendees were Raj Patel MBE, who graduated in 1983, Ashish Patel of Intel, Kamalesh Kantaria, Mr. Anant M. P. Shah, Richa, Shrenik Davda, and the list goes on... See if you can recognise your friend or classmate in this photo above. We met at the Senior Common Room and had samosas and cocktails! Could you have imagined the LSE serving samosas in the 1980's? India is now a very important force in the global economy, and Indians the engine of this powerhouse. It is therefore apt for us to synergise and connect to one of the most prestigious sources of intellectual capital - the LSE. It is my personal hope that in time, this group also engages with the ethics of the knowledge base at LSE, where India's timeless wisdom also has a lot to add. Mr. Gautam Barua came to the meeting and is part of a unique alumni network working in this area - for details visit http://ethnicsociety.com/

At a time when networking is a big trend, alumni networks are the natural networks where friendship is built without any expectations. Our alumni are in many fields ranging from law and accountancy to development, banking, politics, and even media and broadcasting. Here you will meet a wide range of people under one roof and reminisce about the formative years. Also the numbers of Indian students at the LSE are increasing every year, and they produce an excellent variety show every year under the banner of Timeless. The next show is on 1st February 2009 at Sadlers Wells Theatre no less, and we encourage you to come and really enjoy this unique multi-cultural extravaganza. It will also be another opportunity for alumni to reunite. Details are at:
http://www.lsetimeless.co.uk/

Mr. Anant Shah and I have suggested to the LSE a memorial donated by Indian alumni friends of the LSE to remember the huge legacy left by the late Dr. I. G. Patel, its former Director. This proposal is currently being considered, and if you wish to support it in any way, please do get in touch with me. We encourage you to forward this email to your friends and to come back and visit the new LSE which has changed so much and the atmosphere is very positive and upbeat.

Music as Bridge Builder

2008-11-19T16:55:00.003+02:00

http://www.bbc.co.uk/imagine/episode/venezuela_classical_music.shtml

Last night, I saw this amazing documentary about the Sistema, a classical music orchestra cultivated from the grassroots of Caracas in Venezuela. Children brought up in poverty were given a chance by a visionary from a young age to learn, play and perform classical music. It lifted their lives and aspirations, and the music that came out was truly harmonious, passionate and sublime. Their conductor Dudamel is now regarded as one of the best in the world, and he was trained through Sistema and is only 25 years old. I had just written a book on Social Cohesion and when I saw this programme, my hope was reinforced. Music is a fantastic way to build cohesion, and in an orchestra harmony is required, created and opens the possibility of sustainance. The best part was the informality and fun of it all - classical music was not formal or stiff, but creative and fun, and this passion came out in the performances. Perhaps our problem today is that we have all become too formal and stiff, and need to loosen up and see the creativity of playfulness and experience true joy. I encourage you to watch this programme and see the power of music in building cohesion.

OBAMA OPENS NEW DOORS

2008-11-05T11:27:00.003+02:00

The election of Obama in the US as President is excellent news for Black Britain. We now have the possibility of minorities becoming public leaders in this country at every level - government, civil service, institutions, - as Britain has to change now. There should be embarassment about the fact that so many doors of public life are still closed to black people at senior levels. Also, at a time when the global situation is so grave the world desperately needs new ideas and new solutions to pressing problems. Could black people have cultures and solutions which could heal the world and bring about positive change - I believe so, but because of racism, these ideas have been denied from getting a civic platform. Our new book on 'Social Cohesion - A Jain Perpective' is an example of one such 'black' idea which should be allowed its due platform and given a serious hearing. It is radical, authentic, thoroughly researched and a positive blueprint for a new Britain.

IS BRITAIN'S HISTORY PREVENTING ITS PROGRESS?

2008-11-03T10:42:00.003+02:00

Once upon a time, Britain ruled the world. It exported its language and way of thinking and running a country to the rest of the world, trying to 'civilise' it. Along the way, Britons learnt a few things also - that other countries and peoples can be beautiful too, and that they do have something to teach the world. However, the relationship was one of power, and so Britons were too proud to admit it.

Fast forward to the present. Britain is no longer a world power. However, the world lives in Britain. However, has the attitude to 'foreigners' changed? Is it still 'we will use you, but not share power with you'? Recently, someone who was born and raised as a white Briton said to me that the British are very arrogant. Is there truth in this?

In an increasingly inter-dependent world, Britain needs to change its attitude. Especially its pride and arrogance. It also needs to admit its flaws and failures. And allow other cultures to help it solve its problems. The British mind needs to change its colour screens. It also needs to learn to see other cultures in their own terms. Here is an example - my daughter was asked by her friends whether she is going to have an arranged marriage when she grows up. The people who asked her come from a culture where one in three marriages break up, yet they had the arrogance to insult my daughter in this way. This shows the depth of ignorance in our society. This needs to change, especially among those in positions of power and influence.

Do you agree? Let me have your comments.

INTERNATIONAL JAIN SUMMER SCHOOL LAUNCHED IN EUROPE

2008-10-12T10:47:00.011+02:00

On Saturday 11th October, a team of fifteen Jain leaders from North America came to the Oshwal Centre in Potters Bar, London to launch the International Jain Summer School in Europe. Directors of the School, Dr. Sulekh Jain and Dr. Shugan Jain spoke of the significant impact this project has had in different parts of the world over the last five years since inception, reading out testimonials from visiting scholars and professors. After a six week session in the living museum that is India, where they are taught various aspects of Jain philosophy and culture, and travel to prominent Jain places, meeting various members of the community, many are transformed by the experience. This little known culture with its vast ocean of wisdom then becomes open to study, reflection and dissemination. The project is a brainchild of a group of North American Jain leaders inspired by Professor Cromwell Crawford, who is the Academic Dean and mentor. Mr. Ashok Shah, President of the Oshwal Association of UK, congratulated the visitors and encouraged visiting leaders from all the Jain organisations to support this initiative which takes Jain awareness to new dimensions. Present at the event were representatives from Institute of Jainology, Veerayatan UK, Jain Samaj Europe, National Council of Vanik Organisations, National Council of Faith and Belief in Further Education, Mahavir Foundation and Young Jains.The Association members and volunteers hosted the whole event extremely well, and the visitors were touched by everyone's warmth and hospitality. The Ayambil festival was going on and there were hundreds of visitors to the temple that day. Details of the temple are at http://www.oshwal.org/ Dr. Atul Shah and Dr. Vinod Kapashi coordinated the event, and nuns from Jain Vishwa Bharti were present at the occasion.

In 2009, the eminent Jain scholar and prolific writer, Prof. Padmanabh Jaini, will be a visiting professor at the school. Prof. Werner Menski, from the School of Oriental and African Studies in London sent a special message of congratulations for the achievements explaining that the fact that all travel costs are covered and there is a stipend for scholars makes a great difference as funding is in short supply in this field, and scholars need to be supported and encouraged. The community support for education is to be admired and encouraged. Dr. Prakash Shah, Reader in Law at Queen Mary College, University of London was also very impressed by the initiative and encouraged scholars everywhere to participate and help promote this unique venture. He will personally promote the school. More details about the school and applications forms are at the excellent website http://www.jainstudies.org/ and the deadline for applications for 2009 is the end of February. Jayni Gudka will be liaising with any applicants and she can be reached via email at jayni@inaphoto.com

Also launched at the event was a new book by Yogendra Jain of Boston entitled 'Jain Way of Life' which provides a very readable account of all aspects of the tradition and its modern day relevance http://www.jwol.org/ and a book entitled 'Jain Food - Compassionate and Healthy Eating' by Manoj Jain, Laxmi Jain and Tarla Dalal.

AFRAID TO ENQUIRE

2008-10-03T09:38:00.004+02:00

One of the traits of indigenous British culture is privacy, and I often find people are afraid to enquire about the faiths of other people or even visit their temples or gurudwaras. They may be very interested, but are afraid to ask even though these places are open to the public seven days a week. There is also a belief that a visitor may infringe on the rules of behaviour and somehow offend the faith.

This is far from the truth. Forgiveness is central to many faiths, and where a visitor is coming for the first time, their innocence and enquiry is welcomed. Also hospitality and guests are honoured in many faiths, and people would be more than happy to guide visitors if there are any questions.

If people do not take these 'risks', they are losing out big time in learning about other cultures and enjoying the Diversity of Britain. Examples of beautiful places to visit in London are http://www.mandir.org and http://www.oshwal.org and http://www.sgsss.org and all are free and open to visitors, with the Sikh Gurudwara even giving a free meal to guests at any time.

RACISM AT THE METROPOLITAN POLICE

2008-09-11T16:01:00.002+02:00

In the last two days, there have been two major racism allegations from senior officers - Tariq Ghaffur and Yasmin Rehman who was head of diversity. It seems unbelievable that a Head of Diversity suffered from discrimination! Generally, when people make these allegations, a lot of suffering has already happened as they usually are career suicide.

To me there is a real lack of senior ethnic minority officers throughout the UK public service. And the reason for this is simple - UK leaders want power to be mono-cultural. They do not want to share this, where people are from different cultures and identities. This has to change as Britain is a multi-cultural nation and people have to realise that power is a thin wedge - leaders should not go after power but do be good public servants. This attitude of the Met suggests that leaders are not about public service but instead about power. Many ethnic minorities have strong cultures of public service and leadership where they are willing to share and devolve power. But they need to be given the chance.

PRACTICAL TRAINING

2008-09-09T15:27:00.002+02:00

One of the simplest and most practical ways of cultivating respect is through hospitality and gracefulness. If we put ourselves into the shoes of others, we will be able to see the picture from their perspective - we need not agree with it, but it helps to understand it. Here are some tips:
- Welcome visitors and offer them a glass of water without even asking.
- Smile, if possible try to say something positive about them
- Look into their eyes and try to make a connection
- Make time for people and investing in your key relationships
- Read about other cultures, through novels or books, hear their music, or watch their films.
- Travel with an open mind and challenge your thinking and perceptions of others

This is building respect in a simple practical way.

FAITH AT WORK

2008-06-27T11:41:00.004+02:00

Yesterday I attended the launch of a new guide on multi-faith design spaces compiled by St. Ethelburgashttp://www.stethelburgas.org. It was a wonderful event, where there were leaders from various industry groups who champion diversity.

The new legislation against religious discrimination requires organisations to provide spaces for employees to worship. It is impossible to have a separate space for each faith, so a multi-faith space makes a lot of sense. How this is designed to accomodate all is a critical issue. The guide covers subjects suchas location of the room, orientation & shape, neutrality, lighting, ventilation and heating, religious artefacts and furniture and accessories. It is wide range in scope and practical and content.

Such a space is also a huge potential bridge for diversity within the organisation and can help resolve employee stress by giving them a quiet space to recharge and reflect. This will create healthy employees and lead to improved performance and productivity.

This guide is an excellent step forward - an idea which could reach out to the whole nation, not just in workplaces, but also in neighbourhoods were people live.

MEDIA TRAINING DIPLOMA

2008-04-08T10:03:00.003+02:00

http://www.guardian.co.uk/media/2008/apr/07/itv.television1

The government is embarking on a new initiative for 14-19 year olds to embark on vocational training for a new diploma in media and the creative industries. This is particularly aimed at disadvantaged ethnic minorities and in order to improve the lack of diversity in the media. The above Guardian articles spells out the initiative and its benefits.

Clearly there is a huge underlying problem in the media industry, and a shortage of solutions. It is an industry with poor training and also many would say very 'insidious' and artificial. Yet paradoxically, diversity has a huge contribution to make to creativity. Not only is there a problem at entry into these organisations, but also one of progression and seniority. It is still a very white industry, and power is certainly white controlled. Change it must, but how?

I beleive the entire culture of the industry needs to change. It needs to be more ethical and operate authentically. It needs to recognise the power of difference and accomodate diversity in all its ranks - but first, it needs to appreciate different cultures and the unique strengths they can bring.

Our culture tours can be very vital for media executives committed to change - they need to understand different cultures. We invite them to participate and take time out to experience the difference. Those with power need to understand diversity and not brush it aside or tick some boxes. Then only will there be lasting change.

TONY BLAIR ON FAITH AND MORALITY

2008-04-07T18:16:00.004+02:00

http://tonyblairoffice.org/2008/04/tony-blair-announces-faith-fou.html

Tony Blair has set up a special foundation for inter-faith cooperation which was launched in London recently.

This is an excellent speech showing the power of faith in maintaining morality and ethics in society and the urgency of multi-faith cooperation in dealing with local and global issues. The ideas are not necessarily new, but they have a new impact as they come from an eloquent ambassador who has an international profile. It deals with a lot of the common misunderstandings and misrepresentation of faith and shows how there are extremists in all traditions, even secular ones and we should all restrain such extremism.

The role of media in faith is not extensively discussed, but this is critical especially in modern Britain. By and large, the media is very suspicious of faith and does not give it credit for the moral and social impact of faith communities. This is highly regrettable and needs to be addressed. Also being a Christian, Mr. Blair has feigned away from the monotheism of Christianity which is a such a serious problem. Multi-faith cooperation needs to address this issue - not all faiths believe that theirs is the only true faith. The Buddhists, Jains and Hindus stand out prominently in this area and are not given the credit they deserve. Also he does not really engage the subject of genuine inter-faith dialogue where we actually debate and discuss different faith perspectives and go beyond the politeness of respect. This is a real problem of modern society and we have now the opportunity to truly evolve in faith.

Do you agree? Please comment.

IGNORING ETHNIC DIVERSITY HAS CONSEQUENCES

2008-03-13T10:16:00.002+02:00

The mood of Britain, especially in the corridors of power, is to somehow brush diversity under the carpet. Create a head of Diversity post if necessary, ensure there is little power or resources behind it, tick some boxes, and hope the subject will go away. The hard reality is that most organisations do not want to see or acknowledge difference, but instead to create and promote sameness. In this way, not the organisation, but the powerful people are sustained. Everyone then is encouraged to align with the culture and values of the powerful or leave. This is why the club is so exclusive. Also there is a fear in the boardroom - a fear that power may fade away, and with it control. It is actually insecurity that drives people to power, and the more power they have the more insecure they become.

This article has been inspired by a recent dialogue I had organised by the excellent Change for Good network established by Corporate Culture. To join this network or find out more, visit:
http://www.corporateculture.co.uk/changeforgood

What are they losting by doing this? Many things.

1. The huge potential for creativity which people from different cultures can bring to the organisation.

2. Potential new products and markets which the organisation has not even thought of. This has a direct financial impact in terms of profits lost.

3. A wide talent pool which also has a lot of energy and dynamism and a hunger to do well and move beyond any ceilings - even to create new pathways.

4. An inclusive organisation where differing identities are allowed to be and passion is encouraged and sustained.

5. The huge brand embarassment and cost of breaking the law and discriminating against job applicants and employees.

6. The potential to operate in a really sustainable way, by changing the structure of the organisations and devolving power and responsibility - so that there is no longer a pyramid structure but an open, inclusive organisation.

7. The arrogance of one culture and its way of working as being superior fades away and we get a truly multi-cultural organisation which takes the best of different ethical approaches and creates something that is leading edge and robust.

I welcome your thoughts on this.

DIVERSITY TRAINING A MUST

2008-03-05T17:42:00.002+02:00

http://www.personneltoday.com/articles/2008/03/04/44384/diversity-get-the-right-mix.html

The above article in Personnel Today magazine shows how critical it is for firms to invest in Diversity training to ensure legal compliance at the very least. There are serious risks in terms of reputation loss, financial loss from a claim and the whole angst of actually going through a tribunal. And more and more tribunals are happening, according to ACAS.

There are different ways of providing training - an interactive internet based course, creative training through use of film, images and music, and workshops. Managers and executives are critical to this as they are in senior positions and often at the front-line of issues and recruitment/promotion decisions. The best formula we have always advocated is not one of fear, but one of opportunity - diversity is an opportunity to be creative, to grow and to learn from difference. We at Diverse Ethics can help you make just that kind of change which will lead to business success and employee happiness.

CELEBRATING DIVERSITY @ WORK - LONDON EVENT

2008-02-18T12:50:00.001+02:00

Experts on Diversity will meet at the Nehru Centre in London on 20th February to discuss the challenges of diversity in the British workplace. It is a widely accepted fact that despite the great population diversity, seniority in British companies and public bodies is far from diverse and poses a huge challenge.

Diverse Ethics Ltd is organising the event and its founder and Chief Executive Dr. Atul Shah has written a widely acclaimed book on this very subject entitled ‘Celebrating Diversity – How to live, enjoy and benefit from Great Coloured Britain’. Panelists for the discussion include Lynne Sedgmore CBE of the Centre for Excellence in Leadership, Margaret Sentamu, Head of Diversity at Odgers, Ray and Bernstein, Mr. Satish Kanabar, Area Corporate Director, Barclays – West London, and Jeremy Brown from the School of Oriental and African Studies, University of London.

The debate promises to cover the huge positive possibilities offered by Diversity and the creative and talent pool that it offers modern Britain. Sources of resistance such as ignorance, territorialism, fear and closed-mindedness will be addressed. Dr. Atul Shah explained: ‘ The Law in this country has created huge opportunities for minorities to receive equal treatment in British workplaces. The challenge is to open up the middle and ensure that the ladder to the top is not controlled or dominated by one race or sex, and people with different identities are allowed to climb without changing their colour or beliefs.’ Diverse Ethics specialises in providing exactly this type of training and advice to UK employers.

FASHION INDUSTRY LACKS COLOUR

2008-02-16T14:51:00.003+02:00

FASHION IS RACIST SAYS THE INDEPENDENT NEWSPAPER

Are you surprised? This is an industry which is very image conscious - but it is also dominated by media. To me this shows that the media industry - especially the control of it - is white. And then others try to 'fit in' and give them what they will print. The undertones must be that somehow black or coloured people dont sell clothes or designer wear - they 'dis'colour it. This shows the huge amount of hidden prejudice in modern society.

On the surface this seems such a paradox - an image conscious industry would want a variety of palate and colour to sell and promote itself. Perhaps it is driven by insecurity and people are desperately trying to aim for the mass market and fit in. What is really fascinating is that slowly but surely, Indian fashion is going global and creeping in on the Western design giants producing highly creative material which is already selling very well. And we all know what happens when India aspires to go global - it achieves it. I have at home a magazine called 'Asian Woman' - it is absolutely beautiful in the clothes and variety of contemporary fashion and is available from WHSmith and major booksellers. Ethnics will have to create their own media to reach the market, but this is much harder to penetrate and requires investment and determination.

Also, I firmly believe Indian culture has always been universal in its wisdom and appeal and very inclusive. So it has the right 'software' to produce global designs. Western fashion and media powerhouses - watch out, otherwise the rug will be pulled under your eyes.

UNIVERSITIES AND EQUALITY

2008-02-08T10:48:00.000+02:00

Under UK anti-discrimination legislation, Universities are now actively setting up departments to ensure there is compliance with the law in all respects. Legislation covers employment practices, student enrolment and services offered by Universities. This is a huge task and one which will evolve over the years.

Whilst the law is driving action, it is important not to lose sight of the fundamental principles of equality and to promote these. As centres of education, Universities are a prime site for building community cohesion in Britain. They bring a range of minorities together who are young and keen to learn. They attract students from all over the world and create networks which may last long after the students leave the campus. Also academics are a key to a healthy learning community and their subjects and research should also embrace equality in its truest sense.

My current reading of it is that the attention at present is focused on legal compliance. This involves employee training - so that all are aware of the law and how to behave. Another new aspect is equality impact assessment - an audit required for public institutions.

These are the equality principles I recommend:

1. All students are respected and treated equally, irrespective of race, disability, age, sexuality or belief.

2. Subjects taught should endeavour to embrace equality and research should also encourage alternative cultural and philosophical perspectives. For example, modern materialistic and utilitarian economics is one way of looking at the economy, not the only way. There are many alternative economic systems and students should be exposed to this at an early stage.

3. Academic recruitment and promotion should be open and not biased to any one culture or method of research. There are serious issues about this in British Universities. The top management often tend to male and monocultural. We urgently need Vice Chancellors who are non-white.

4. Overseas students should be warmly welcomed when they first arrive on campus. The University and perhaps also Town should have a welcome party with food - something which is so common in foreign cultures where visitors are received with great warmth and hospitality. It must not be forgotten that they are a vital source of revenue for Universities and the local economy.

5. Differing identities should not be suppressed - but instead allowed to prevail provided they adhere to UK law. They should also be encouraged to engage and dialogue with one another. In particular, students born and raised in the UK should be positively encouraged to engage more widely.

6. Academics should be encouraged to break from their often mono-cultural ghettos. This will lead to all sources of wisdom being studied and debated, and also referees and editors of journals should give voice to minority voices.

These are my suggestions - here is a great opportunity to take the world into a positive peaceful mode as many students may become leaders in various fields in future years. And they will always thank Britain for this grounding in many different ways.

I await your comments on this.

DIVERSITY NETWORK

2008-02-07T10:56:00.000+02:00

On Monday 4th February, Abu Bundu-Kamara of Pearson hosted a network of Diversity champions at the Pearson HQ in London. Rachel Krys of Employers Forum on Age was a speaker and we then had a discussion on the subject of workplace diversity. Many points emerged from this:
- A lot of organisations are trying to brush diversity under the carpet and hope it will somehow go away.
- The area is complex and multi-faceted and legislation is causing a lot of tension, and often the response is legalistic rather than seizing Diversity as a positive opportunity. Very few organisations are even in that horizon at all.
- Ethnic and Minority networks in large organisations are having variable impact.
- Diversity cases can be complex, costly and very embarassing for big organisations. The British Airways case of the employee wearing a cross was cited as an example of this by Rachel Krys.
- HR seems to dominate the Diversity space and this is often the problem as they are administrative and technical in their outlook. Heads of Diversity themselves tend to be female and monocultural.
- It is difficult not to offend anyone - everyone has some prejudice or another. We need to except this and also move beyond the politeness of superficial respect.
- Organisations are not holistic - they still think in terms of separate boxes.
- Faith in the workplace is another very emotive issue and organisations are afraid about how to address it and what to do about it.

In all, it was a very open discussion and covered a range of issues - a wonderful initiative. The next discussion will happen shortly and anyone interested should contact Abu.

BBC 'DIVERSE' THOUGHTS FOR THE DAY

2008-01-31T15:26:00.000+02:00

I spent this morning recording a variety of Thoughts for the Day for BBC Suffolk. It was an interesting experience to develop short messages on different aspects of diversity for a variety of topics - education, health, universities, media and children. The thoughts are attached below for anyone who is interested in reading them.

CHILDREN

When they are born, they give us hope. Hope that they will bring joy to the family, unity to the society, and creativity and goodness for the world. I too am a parent, and witnessed the birth of both my children, one of whom studies at this school.

The best gift for me has been their innocence and curiosity. That has helped me to stay young, to stay open-minded and to respect others and learn from them. Also, children have a strong sense of intuition and know when something is not right. They are much smarter than what we credit them for. And their love is spontaneous and selfless. This is the best gift any parent can have.

Sadly today, we have become gripped with fear and mistrust, and are careful about whom we befriend and talk to. We have become suspicious and defensive and have lost our sense of curiosity, which is the door to real learning. And rather than hugging people, we are hugging money and trying to draw safety and happiness from it.

Let us learn from our children. Let us play with their innocence. Let us too learn to use our intuition and not rely totally on our brains. Let us allow them to unite us, and move beyond differences of race, belief, age or disability. Above all, let us work with them to build a better future, filled with hope. Without them, we are truly lost.

EDUCATION

Open your third eye. Let the light of wisdom into your soul. Learn from nature – the sun, the stars, the flowers, the trees. Do they not teach you about beauty? Are they not sending rays of hope and brightness? When the birds offer us a song in the morning, they are inviting us to sing, and spread our music wherever we go.

Schools bind the local community together. While the children all walk in one direction to the school, the parents go in different directions to work. It is they who help us build a community. Schools teach values, art and science, sparking the imaginations of our children. Teachers light the candles within the spirits of our children, working hard to open the channels of learning such that wisdom spreads far and wide. The parents become the boats which will set sail to their children so they may travel beyond any borders or boundaries.

And people are our teachers too – the black, the brown, the old, the disabled, the children and the women. Not just those who work in schools, but also our colleagues at work, our artists and writers, our cleaners and postmen. Seek out their wisdom and imbibe it in your waking moments. Learning will keep us forever young, and it is when we close its door, that we begin to age.
Let the third eye open, draw the light of wisdom from one and all and experience the beauty of diversity.

HEALTH IS WEALTH

In the modern world, many people think that wealth is health. But in truth, no amount of money can cure one from ill health if there are no people qualified to treat or no cures for the illness. Hospitals do an amazing job in supporting the weak and helping them rebuild their lives. I am Indian by culture, and throughout the UK, hospitals hire a large number of Indian staff as Doctors, Nurses, and other support staff who provide a dedicated service. Caring for and helping the sick is regarded as an honour in Indian culture.

Fortunately also, India has some amazing wisdoms of good health. We have heard of the sciences of Yoga and Meditation as the secrets to inner health. Yoga not only exercises the body, but through breathing and posture, cleanses the mind and uplifts the spirit. It is India which has taught us that the mind, the body and the spirit are inter-related in health. An unhealthy mind will lead to an unhealthy body and vice versa. A weak spirit will lead to a feeble life. Diet and right Nutrition are a key to good health – and the science of Ayurveda is a unique gift of prevention and cure. Some of the best Ayurveda clinics are in Kerala where many nurses working here come from. When animals fall sick, they have no doctors or hospitals to go to, so they fast and this cures their illness. Indian religions, like my own Jain tradition, encourage fasting, and our eight day fast at Paryushan, without any food, has for me been a deeply healing experience for both the body and the spirit.

So look after your mind, body and your spirit – and you will be truly wealthy in life.

MEDIA

Everyday, just as we eat our food, go to work, we actively consume media and information. Whether this is in the form of radio, newspapers and magazines, internet or television, we watch, listen and learn from others. It is a highly important source of information, knowledge and wisdom. This in turn influences our perceptions of people, especially those who are different from us in terms of culture, colour, age, disability or belief. This often happens sub-consciously, without us even realising it.

The opposite of media or medium is direct experience or dialogue. Here there is no middleman, filter or interpreter. Often these are the most memorable experiences – whether it is a walk in a beautiful place, a lovely holiday, or hospitality given to us by a total stranger. Unfortunately today, we do not value direct experience and are happy to watch, read and listen, rather than to engage with one another.

2008 is the European Year of Inter-Cultural Dialogue. I work with individuals and organisations to encourage dialogue and experience culture directly, through visiting special sites. And the feedback is always astonishing – and everyone says how memorable the experience was. Set aside some time to experience difference directly. Connect and talk to people and ask them about their customs and beliefs – then you will learn exactly what you want to know without any mediation. Make life a diverse and memorable experience. Learn to grow from the wisdom of others.

CAMPUS CULTURE

When we look at the world map, we are amazed by the distances, shapes and cultural and linguistic diversity. It seems a unique gift of creation – but alas, one which we will never fully see or experience before we die.

Fortunately, our Universities throughout the UK seem to have a magnetic force for students from all over the world. They attract people from all countries and continents, with rich histories and heritage all into one educational institution. The students come with great enthusiasm to learn – for many, it is the realisation of a lifelong dream. On these campuses, we have the opportunity to directly experience the world, and befriend some of its citizens. Through study and lectures, we learn new ways of thinking and doing, and in the halls of residence, debates and discussions about world affairs often last well into the night. Here is global bridge building at its very best – through direct dialogue and friendship, without any hidden agendas or pressing wars.

Unfortunately, not all students take advantage of this diversity. Many decide to stick to the known and the familiar. We should encourage our young to venture out and explore, to befriend the foreign students who have left their homes and families, and give them hospitality and a warm welcome. They should understand the huge sacrifices they have made to come here, and the enthusiasm they have brought with them. We should give our young the strength to see difference as an opportunity to learn and grow, and not to mistrust and fear. Learning comes not just from books and teachers, but also from encounters and dialogue. The campus is an open book with a world atlas.

We will then discover that there is room for us all.

Hope these thoughts inspire you in your life and work.

COLOURED JUDGEMENT

2008-01-28T19:54:00.000+02:00

LACK OF DIVERSITY IN THE JUDICIARY

This front page Guardian article shows how entrenched public Britain is today. Most positions of power are denied to ethnic minorities. This is about the judiciary and the legal profession has been widely criticised for its blatant discrimination. All this at a time when the law clearly prohibits all kinds of discrimination and makes it a public duty for public bodies like the judiciary to promote diversity.

Merit is explained as the reason for lack of diversity. But merit is rarely defined. It is used as if it were an entirely unbiased objective measure. I encourage people to go underneath the meaning of merit. Often it is behaviour, accent, social and alcohol skills, fitting in, and generally being 'polished' and obedient is what merit really means. Also, if the right opportunities are not given at the right times, how can one have the requisite experience?

The law gives employees the right to go to tribunal. I wish the judges who applied and did not succeed exercised this right and did not settle out of court. However, it will be other judges who would rule, so the system would close in on itself. The truth is that powerful people are afraid of diversity. They cannot control it or predict its direction.

It is time we saw diversity as opportunity and broke the close-knit private clubs which actually belong to the public.

ENCOURAGING CHILDREN

2008-01-24T11:21:00.000+02:00

I am going today to my son's school, Prettygate Junior in Colchester as a parent-helper. The Headmaster has decided that the whole school should be taught how to cook Indian food as a way of building cultural bridges and promoting diversity education. For my son, who is a minority in the School, this is a very proud moment indeed as he loves cooking and everyone is going to learn about his culture and method. The first chapter of my book 'Celebrating Diversity' is called 'Spicy or Plain' - and if children are taught to be spicy at a younger age, surely they will not be afraid of difference and see it as an opportunity to grow. Also cooking is such a grounded activity that it is a great way to promote diversity awareness. Want to come and taste the food - my stomach is already rumbling!

Parent-helping is one of the ways adults can get involved in the community and connect with school staff and children. I always find schools buzzing with interest and enthusiasm and love to spend some time and be stimulated. Hope you can do the same in your localities!

MEDIA TRAINING FOR DIVERSITY

2008-01-23T18:33:00.000+02:00

PEARSON MEDIA INTERNSHIPS FOR DIVERSE STUDENTS

Pearson, one of the leading giants in media in Britain have created a unique programme of internships for students interested in getting into the industry from differenty cultural backgrounds. Media is widely regarded as a difficult industry to break into, and where training is generally poor and work is competitive. This opportunity is a good break for passionate University students who want to get a head start and also receive quality practical training. Details of the scheme and benefits are in the link above.

In my book 'Celebrating Diversity' , I have written a whole chapter about the media and the diversity issues that affect the industry. To have sensitive writing and reporting, it helps if media staff are diverse. I applaud this initiative by Pearson.

FOOD, ANIMALS AND DIVERSITY

2008-01-22T14:09:00.000+02:00

In Britain, there has been so much coverage given to battery cages and the inner workings of the meat industry by celebrity chefs that people are concerned. We have also seen a huge number of animal crises over the last decade from CJD and Mad Cow Disease, to Foot and Mouth, Bird Flu and Blue Tongue. Nutritionists talk about healthy diets - and most of these are primarily vegetarian, even though the label may not be used. Jamie Oliver recently demonstrated this in one of his programmes. So we are almost accepting that food needs to be caring and compassionate. We are also beginning to see the huge damage caused by meat on the environment. We are beginning to appreciate cultural and human diversity. So can you see a connection between these issues - I do. Bio-diversity is the root of human diversity, and if 'we are what we eat' then surely a diverse diet has to be vegetarian? Journalists should not be afraid of talking about these matters and integrating them - because sustainability is about looking at the whole, not just the parts. And fortunately, we have now thousands of excellent vegetarian recipes and cooking guides, and we can always ask a vegetarian friend to guide us or show us - food is the basis of dialogue, so why not embrace it and use it for meeting up and sharing?

I welcome your comments.

BORDERLESS AND TIMELESS

2008-01-21T16:44:00.000+02:00

A unique variety West-End performance by London School of Economics students

Hope – a four letter word which is often far from our lips. Global warming, terrorism, nuclear proliferation, crime, drugs and alcohol – are modern events which the media blasts at us. But the show this young generation of 19 year-old international students put together was spell-binding in its music, dance, singing, film and creativity. It gave HOPE for the future from an institution at the leading edge of global research and science.

The show involved 200 students from different parts of the world – China, Carribean, India, Italy, Eastern Europe and was directed by Mikesh Vora and Seeta Haria, two first year undergraduates. It was hosted by ‘Her Majestys Theatre’ at Haymarket in the West End on Sunday 20th January and funds raised in aid of several charities. Entitled ‘Timeless’, the performance creatively displayed the artistic talents that lie within different peoples and cultures. One of the centre-pieces of the show was a ‘Charlie Chaplin’ style silent black and white film, depicting a young student from India coming to study at the LSE and being told point-blank by the parents – ‘no alcohol, no drugs, and no girls!’ But as is so common with most students in their first bout of freedom, he went for it having this view of the West as the ultimate in freedom. He discovers a beautiful Chinese student, who is repelled by his traditional clothes and behaviour. He goes for counselling, stalks the girl, rescues her from a gang of attackers, and at last she falls for him! The acting and direction was beautiful, and as the story threaded in between the dances, it kept everyone hooked to the plot. It was a timeless film, drawing from Hollywood, Bollywood and of course Britishhumour-wood. Everyone was in fits of laughter.

The dances themselves had a variety of costumes and music genres, from Bhangra to Hip-Hop, from Rock to Soul and blended these – Desi Munky was the producer and mixer. The choreography was inventive, taking aspects of the old, merging with the new and dreaming and speculating on the future. It was art for arts sake – a creative expression by a generation of very intelligent ‘rational’ minds who somehow are still addicted to art and want to fuse it with reason.

A lot of the performances drew from the huge diversity of India – the concept of ‘Vasudhaiva Kutumbakam’ – the whole world is my family (including plants and animals). Punjab, Gujarat, South India – all had their varying influences. India has been home to all the major religions of the world and is a melting pot of so many diverse cultures and languages which have in themselves been timeless – it was globalised millennia ago. This is the real ‘software’ of India – not the modern day hype about the technocrats, but the age old wisdom of non-violence, sustainability, bio-diversity, creativity, literature and music. It is a vast reservoir, not separating the religious from the secular, which has yet to be interpreted by western Universities and incorporated into their curricula. It is a very timely wisdom, given the failure of materialistic science and utilitarianism. In the Indian psyche, there is a ‘borderless mind’ which is unafraid to learn from others and adapt, which is tolerant and respectful of difference, and whose goal is not power and dominance but sharing and enlightenment for all.

Perhaps the show could have incorporated nature and animals into the performances, creatively. This would have shown that bio-diversity is the true bedrock of human diversity. Also it should not have feigned from incorporating the deep and profound spiritual heritage of India which is so urgently needed in the world today. This would have given the message that peace on earth cannot be obtained at the expense of peace with nature or spiritual destruction. The Directors are both from the ancient ‘Jain’ tradition which has a very integrated and holistic philosophy of respect for all living beings. It was amazing for me to see this ancient tradition expressed in this modern way – and showed how timeless its values are.

FACE-LESS DIALOGUE

2008-01-15T12:40:00.000+02:00

GUARDIAN ARTICLE ON FACEBOOK

This is a brilliant and scary article. It shows how facebook is subtly helping our 'commodification' as individuals and selling our souls in the process. It takes a strong stance against internet dialogue and for face to face contact. This is something that is much more natural and whole - on facebook, it is easy to lie about ourselves and only tell certain stories. Also privacy is severely compromised.

2008 is the European Year of Inter-Cultural Dialogue. I am sure it is meant to be real dialogue rather than virtual dialogue. It is true that we have little time to engage - and are also afraid of engaging as we may not be able to predict where it will lead. There is risk in dialogue. However, there is growth too. There is humanity. There is a potential for true friendship and community. This is something we must encourage and celebrate.

Professions and Diversity

2008-01-14T18:05:00.000+02:00

Professions and Diversity Article in Media

After I wrote this article, I sent it to various colleagues and friends and got very positive feedback. Professions have always been a magnet for minorities, but in the UK professional bodies would like to stay monocultural for some peculiar reason. A lawyer friend said the situation is much worse in the legal profession, where colour is seen as a barrier to progress. Much work needs to be done by professional bodies to change and truly embrace diversity.

DIVERSITY TRAINING VERY POPULAR

2008-01-14T17:57:00.000+02:00

I recently met a fireman who said the best course he ever attended was on Diversity. When I run my courses on Diversity, which are conducted as live tours of cultural places, I get a consistent top rating. People find it a very memorable and uplifting experience. Of course it matters how the course is conducted, but why is it that they are so popular I wonder? Perhaps because we are exposed to diversity often, but rarely get the chance to learn it properly or for others to explain it to us professionally. Also we are attracted by the art and the sculptures, and want to find out more about the meaning and if someone can translate this to our modern lived experiences, then it is memorable. In a corporate course, we can come away with developing ourselves personally and professionally at the same time. For the organisation, such courses surely would improve staff loyalty and creativity.

MEDIA AND ETHNIC DIVERSITY

2008-01-03T11:32:00.000+02:00

I was interviewed yesterday by BBC Radio on the subject of Kenyan violence and whether this had affected my family and relatives living there. I was happy to cooperate, but also suggested to them that I should be contacted not just for ethnic minority related news but for mainstream stories affecting Britain. My ethnicity is not the sole thing that defines me. Fortunately, the journalist was empathetic, but I know that many media people do not like to be criticised. Similar parallels apply in many sectors - e.g. actors complain that they only get roles which somehow relate to their ethnicity. Can you imagine a black Dr. Who? Why not? Somehow it seems that all the main TV anchors have to be white for most programmes and also editors who work behind the scenes - this is not changing fast enough.

LANGUAGE AND CULTURE

2007-11-24T16:34:00.000+02:00

It is easily forgotten how deeply entwined language is to culture. In my own Gujarati culture, the word for family is 'Kutumb' - which is a much wider definition than immediate family, including aunts, uncles, grandparents, granduncles, and so on. This is why Indian weddings are so huge in numbers - we have a duty to invite the entire Kutumb whether we like it or not. Modern media and the increasing popularity of English is subtly damaging our love for different languages and respect for them. I find this happening in my own family. Increasingly I see in my vernacular a beautiful language which is so soft and caring, so compassionate and inclusive, so respectful and colourful. I hope there will be a renaissance of ancient languages and at the very least, we respect them and understand the limits of translation. Merely translating a word into another language is not enough - we need to understand its cultural context and meaning also.

CRITICISING GOD

2007-05-30T12:09:00.000+02:00

Madeleine Bunting (Guardian Newspaper) on Atheism

This is an excellent article showing how so many scientists and critics of religion are fanatical and extremist in their own right. In this process, they misunderstand and distort religion completely.

As a practitioner and promoter of Indian Dharma, I also find this disturbing. If one really tries to understand it, Indian Dharma is the science of sustainable living. However, most scientists approach it with great suspicion and cynicism and start from the view that it is dogmatic and dismissive of critical thinking and appraisal. Far from it. There is evidence of multi-faith debates in India as far back as the fifth century and even earlier. There were no boundaries between the major religions of India and often an active desire to debate and learn from one another. Some of the best manuscripts of different religions were preserved in Jain libraries for example - such was the openness and respect for wisdom.

Yes, we all need to try to understand Indian wisdom in its own terms, and see how rational and scientific it is. Also if we were to try yoga and meditation, we would directly experience the benefits instantly - without needing a scientific test to prove it.

INTEGRATION AND GHETTOS

2007-05-29T17:15:00.000+02:00

Rowntree Study on Integration

This BBC article quotes a new study which shows that Eastern Europeans who come here do not feel welcome and as a result live in ghettos and do not know host community people. This was discussed today on the BBC Asian Network radio on the Nihal show and I participated in the phone-in. A number of callers said how impressed they were with the Polish community and felt that they should be allowed to settle and given time to adapt and learn English and the local habits and customs. The British are 'Polite yet distant' was one of the findings of the study - I took this phrase and said on radio that hospitality is a weakness and we need to be more accomodating and considerate of others who come here - many people are insensititive to the needs of others. It seems ethnic communities find it easier to accept the Eastern Europeans as they have had similar experiences and can relate to them.

Generally speaking, the migrants are hard working and keen to adapt, but they need to be given time and respect.

ART FUNDING AND DIVERSITY

2007-05-23T08:12:00.000+02:00

Art and Diversity Article

The above article is an excellent piece on UK Arts Funding for Ethnic Minorities. The author finds a tension between labelling and funding, and would prefer artists to be recognised for their art, not their colour. This is symptomatic of the tensions we as a society will have as Britain tries to be genuinely diverse and give equal opportunities to all. Affirmative action can be blocked by BME individuals because they do not want to be branded as being given preferential treatment. However, to deal with institutional racism, affirmative action may be necessary.

SUPPLIER DIVERSITY

2007-05-22T09:06:00.000+02:00

Something that has been long established in the US is now coming to the UK. Large firms are monitoring the diversity of their suppliers. A few weeks ago, Microsoft in the UK sacked a supplier because of a lack of diversity and now JP Morgan in the UK is reviewing its suppliers

Firms should become pro-active about Diversity and not wait for commercial pressures or lawsuits to make them change. It could prove very costly if they continue to brush it under the carpet.

Vegetarian Delight

2007-05-21T22:00:00.000+02:00

The UK Mars and other confectionary controversy related to 'strict vegetarians' - Mars announced initially that many of its foods were not pure vegetarian and used animal rennet. There was a huge public outcry, and after a few weeks, Mars withdrew and said that it will ensure that these products comply with Vegetarian Society labelling standards.

The reasons for ignoring the strict vegetarians must have been commercial - but this belied the simple fact that by catering to strict vegetarians, we are making our products universal. It is a simple but often forgotten fact that while non-vegetarians can eat vegetarian food, it is not vice versa. And modern vegetarian food is delicious and can be equally filling and nourishing - the myth that meat is the only filling food is being proved wrong in so many ways.

I see this same insensitivity applied to other issues such as race. Others have to fit in, but we wont change say some. This approach leads to a divided society.

MERIT OR FAVOURITISM?

2007-04-19T18:19:00.000+02:00

One of the reasons why ethnic professionals are scared of promotion is for fear of being labelled as undeserving. One of the reasons why white dominated organisations do not promote ethnics is that they feel that the candidates do not have the merit to deserve it. It seems merit is something objective and everything else is subjective. I disagree strongly. Promotion is as often based on accents, schooling, favouritism qualities - as it is on merit! In fact, some genuinely believe these are meritorious qualities!

Also, merit can only be gained when opportunities are given. If challenging jobs are withheld, how is a person going to get the necessary experience to climb and prove himself or herself?

Also, where we have had discrimination for decades, we may need some affirmative action for the situation to change and for natural processes to take over. There is nothing wrong with this, and the white majority need to be explained why this is necessary to overcome years of prejudice and lack of opportunity.

SHILPA SHETTY IS THE BIG-HEARTED SISTER

2007-01-18T17:31:00.000+02:00

As an Indian Diversity expert living in the UK, I am shocked at the Big Brother show broadcasting such blatant racism. The media have a very important role in society and because it is important, it also has to be dealt with responsibly. I am amazed by Shilpa’s grace, beauty and fluency in the English language. The way she has tried to blend in and be part of the group has been faultless. This rhymes with my own experience of migration to this country and those of countless Indians who have come over the last few decades. We do our best to fit in and assimilate, without losing our own identity. The Indian community’s influence in this country economically, socially and culturally has been truly exceptional. And it has all been done with grace.

I have lived in Essex for ten years, the county where Jade Goody lives. During my time here, I have discovered that there is a lot of ignorance about foreign cultures or countries, India being one of them. My family and community have been very active in building bridges of tolerance, respect and understanding. During the Hindu Festival of Navratri, we invited local teachers, Councillors and executives from all backgrounds to share and participate in the festival and they all had a wonderful time. At Diwali, we cooked 100 different varieties of delicious vegetarian food and shared it with everyone. This year I am offering a course on Indian culture to help build bridges and many people have signed up already. I am also giving a public lecture on Indian Art at Chelmsford Museum on 7th February. All this is out of my own initiative.

We do not feel that being Indian and British is a contradiction, and our children have no difficulty with having this dual identity – they are proud of both. My new book on Diversity which is coming out in June talks about all the simple and creative ways in which we can make our huge diversity a pillar of strength for Britain. We do not have to put others down to raise ourselves up. And like Shilpa, most Indians are very broad-minded and adaptable.

Media should play a much more positive role in building bridges of respect and tolerance. Diverse Ethics Ltd. is working with our local paper in Colchester, the Evening Gazette is considering a major series entitled ‘A World in Colchester’ as there are people from 92 countries living here. Very few cities and towns in the UK have any idea about the huge diversity they have. Media can play a positive role in portraying it.

Big Brother is neither big nor brotherly – it is simply noisy.

NEW EMAIL BULLETIN LAUNCHED

2006-12-12T16:41:00.000+02:00

In December, we launched a new bulletin sent free to our network and anyone who requests it. It contains ideas and information about diversity and events that are taking place. To our knowledge, no such information medium exists. We got good feedback on the first issue and even have a section advertising jobs.

To subscribe to the bulletin, visit our website www.diverseethics.com and click the Join Now button on the home page - it is as simple as that.

APOLOGY FOR SLAVERY

2006-11-27T21:47:00.000+02:00

The news today that Blair will apologise for the British role in slavery is to be welcomed. In the modern mindset, to apologise is a very big thing - yet we all know that it will not bring back the dead or damaged. However, from my Jain culture, apology is an everyday act. So is forgiving others - there is no big deal. To err is human, to forgive, divine. For modernity, apology is equal to admission of guilt, and therefore must be avoided at any cost. Pride is lost as a result of apology. Even if one is wrong, one should try not to admit it. The ego must be protected at any cost.

Here is an opportunity for ethics from a different culture to be implemented in modernity. We all make mistakes - none of us are perfect. Ergo, we should be ready to apologise, and not make a big deal of it. Sincere apology would help us grow, and accept our own fallibility. It would also help us reduce our ego and pride. Perhaps it will create an inner sense of self-esteem rather than a false insecure arrogance. Sorry, I didnt mean to say that. It just came out.

BBC ASIAN NETWORK

2006-11-21T19:20:00.000+02:00

I am a regular contributor to this station and also an advisor and provider of news information and contracts. It is a national radio station broadcast on Digital Radio and on-line and they do a weekly Gujarati programme by Dev Parmar on Wednesday evenings. I was interviewed last Wednesday 15th Nov on the subject of the Queens Speech to Parliament, the Legacy of Tony Blair and Terrorism in Britain. I gave a Gujarati angle to the responses, and was very pleased to receive a call from a local elder and resident who heard me and said how authentic my responses were and how true. I have sent them more ideas for stories for this week and contacts - listen out on Wednesday, and if you miss it, you can catch it on-line.

INDIA SEMINAR SERIES

2006-11-21T19:10:00.000+02:00

Photo caption - a tailor in Jaisalmer, Rajasthan - his house is home, shop, open to all visitors and his whole life is plain for all to see - nothing is hidden. This is me and here are my wares - welcome.

Namaste

Many people in the area have shown interest in learning about India and its culture and beliefs in a systematic way - something which is not offered locally anywhere. I have created this series especially for you all, and will deliver it in a varied and entertaining way, packed with my usual enthusiasm for the subject. I hope that you will sign up promptly so that we can create a positive group atmosphere which embarks on this pilgrimage to India together and have fun along the way.

SPIRIT OF INDIA SEMINAR SERIES
THE SPIRIT OF INDIA
A unique seminar series for East of England

"If I were asked under what sky the human mind has most fully developed some of its choicest gifts, has most deeply pondered on the greatest problems of life, and has found solutions, I should point to India"
Max Mueller

Yoga, Indian Food, Bindi, Bollywood, Diwali are just some of the ways India is trickling into peopleâ€™s lives in Britain. It is a vast and fascinating country, with thousands of years of history, over hundred major languages, and offering some of the best hospitality on this planet. However, it is also a complex culture, not easy to understand. Colchester resident Dr. Atul Shah, Chief Executive of Diverse Ethics Ltd. has compiled this series of seminars especially for the large number of people in this region who have expressed interest in learning about India. He is a writer, broadcaster, lecturer and community leader who has a strong grasp of both Indian and British culture and is an excellent communicator. Dr. Shah is an advisor to the BBC on Religion and Ethics and has contributed to a number of programmes on Radio 4 and World Service.

Who will Benefit: This series is for those interested in India and its culture, and those wishing to explore the deeper meaning and purpose of life. It will benefit Yoga Practitioners, Travellers to India (past and present), Teachers and Headteachers, Seekers and Students of Ancient Wisdom, Members of the Indian community and people working in the field of Diversity. At the end of the series, participants will have a much better understanding of India and its heritage and obtain personal benefit and spiritual fulfilment from learning about Indian wisdom.

"Atul is a thinker, writer and speaker of rare distinction.â€
Professor Prem Sikka, University of Essex

Seminars: There will be at least one field trip and ten monthly seminars held at Adult Community Learning, Wilson Marriage Centre, Barrack St, Colchester CO1 2LR, tel 01206-798488 on the third Tuesday of each month, starting on 16th January 2007. Each session will start at 8pm and finish at 9.30pm. Multi-media technology, including film will be used to make sessions informative. If there is sufficient interest, the group may plan a guided tour of India for 2008.

Subjects: Health, Meditation, Spirituality, Religion, Food, Diversity, Personal Development, Business and Work Ethics, Festivals, Art, History and Geography will be covered in the series.

Fees: There is a registration fee of Â£50 per participant to cover the cost of administration and ensure there is commitment from the delegates. Trips and outings will cost extra.

Bookings: Please send your name, address, email and tel no. with a cheque for £50 payable to Diverse Ethics Ltd. at 9 Redmill, Colchester, CO3 4RT,
Tel: 07804294903. Book early to avoid disappointment.

ALL ARE WELCOME. PLEASE FORWARD TO FRIENDS.
If you have any questions, email Atul at: atul@diverseethics.com Diverse Ethics is a company specialising in training and consultancy in the field of Diversity. You can subscribe to a monthly email bulletin on diversity for free by visiting the homepage of the website:
www.diverseethics.com

Thank you for your interest.

GUIDED DIVERSITY TOUR

2006-11-16T18:49:00.000+02:00

The best way to teach diversity is to experience it live by visiting a cultural place and seeing, listening and soaking the way in which different people live and work. This is the press release for my latest project, which appeared in the Colchester Gazette.

Culture begins at home – and here in the UK is a world of cultures for which we are very fortunate. Colchester-based resident and Diversity expert Dr. Atul Shah took a tour of senior Essex executives to understand and experience different cultures first hand. Mr. Martin Rayson, Head of Strategic Human Resources at Essex County Council and Ms. Joanne Kett from Braintree District Council and member of East of England Diversity Network visited the world famous £10million Swaminarayan Hindu Mandir in Neasden in London and the newly built £5million Jain temple in Potters Bar, North London. As India becomes a leading world nation, and as trade increases, the understanding of its culture becomes more and more relevant. There are over 2 million Indian-origin people in Britain today, 3% of whom live in Essex and contribute significantly to the local economy.

Speaking about the tour, Mr. Rayson commented: “The tour has given me a great insight into Hinduism and its communities. What I saw and experienced was the power and joy of different communities coming together to share experiences.” Ms. Kett added: “I have attended many courses on Diversity, but to see it live and experience it is a unique memorable experience. I enjoyed the hospitality and feel that when communities are so well organised, they do not become a burden on the state and instead add value to Britain.”

“There is a huge attention given to faith and intolerance in the media today. I am keen to build bridges and encourage businesses and public organisations to experience the beauty of diversity first hand. This is a practical way of making a real difference to people’s lives and understanding,” said tour organiser Dr. Atul Shah of www.diverseethics.com

THEATRE AND DIVERSITY

2006-11-16T11:08:00.000+02:00

The award winning Mercury Theatre in Colchester were very honest when I approached them to help with Diversity. "We want to work on it, but do not know how to begin," said Dee Evans, Chief Executive. I invited her to our Hindu Navratri festival and she had a very positive experience. We requested her to address the audience and tell them about Mercury Theatre. She explained that she had a wonderful time to experience the Navratri and join in the dancing (so did Roger, who is an actor) and wanted to invite everyone to the theatre to see a play. I presented her with a copyof a famous play 'The Post Office' by Rabindranath Tagore, the Nobel Laureate, and requested her to consider it as a Mercury Production. Thus began their journed into Diversity in October.

In November, they sent out invitations on their current production 'Our Country' s Good' to members of the community by way of a personal letter from Dee Evans. The community was very touched by this gesture. Thus began a chapter in attracting Diverse audiences and building bridges and breaking ghettos. Diverse Ethics gave detailed feedback on the play and the experience of breaking new ground. Theatre has a huge potential in building bridges, but it will take time and will require patience and perseverance.

One day, I got a call from a staff member asking me if I could find a Henna painter for one of their actresses as part of a photo shoot. I phoned around, and found someone who was able to go at short notice and provided splendid voluntary support, for which Mercury was very pleased. Sally King wrote: "The design was really very beautiful. Thank you for your prompt and accurate service for a rare request!" This is an example of how Diverse Ethics is making small differences in big ways.

DIWALI CELEBRATIONS

2006-11-13T19:25:00.001+02:00

Diwali is increasingly popular in Britain. The Lord Mayor of London, Mr. Ken Livingston organised his fifth annual Diwali party for Londoners at Trafalgar Square and it was a massive success. Even in our own small town of Colchester, Diwali was a big hit and we celebrated it at School (through an assembly for infants at Prettygate School), with the community (through an Ankut gathering at the local school) and at home, through a Diwali party for our children's friends.
This year, I decided to focus on the subject of offering and hospitality, a value which is capable of Universal appeal. Some of my British friends have honestly told me that they are bad at hospitality and really need to learn how to receive others and welcome them and provide for their welfare. I spoke on Indian hospitality and how its central message of sharing is replicable and truly does not lead to loss but to gain and strength. At Prettygate Infants school, I gave the example of candles and how when we light one candle with another, the first candle does not lost its light, but spreads it. This is what all children are - lights capable of spreading. The role of teachers is to spark this inner light.
Headteacher of Prettygate Infants, Mrs. Jackson said - "The Diwali Party which your family helped organise was the best ever event in our school, and this assembly also shows how the message of Diwali is Universal. When your seven year old son Meerav did the assembly, he inspired other children to be bold and to share their culture with others. Thank you very much."

LEADERSHIP AND SPIRITUALITY SEMINAR

2006-11-13T19:15:00.000+02:00

SPICY LEADERSHIP SCORES GOALS

What do you get when you mix various cultures, leadership experts and bring them together at a beautiful new oasis of hope in Central London? A new vision for the future which respects, integrates and empowers each and every person.

This is what resulted at a seminar at St. Ethelburgas in London on the subject of Leadership, Faith and Diversity on 12th October 2006. Speakers Shilpa Unalkat (www.staflow.com) and Lynne Sedgmore (www.centreforexcellence.org.uk) brought together their unique experience of working with and coaching leaders from the commercial and public sector to inspire the audience. Leaders from all over London and afar came together to discuss and debate the future direction of leadership. There was an optimism about the future, an acknowledgment of the uncertainty, and a commitment to wholeness and holistic approaches to leadership. Chair and organiser of the seminar Dr. Atul Shah, Chief Executive of Diverse Ethics (www.diverseethics.com), explained at the end: “No longer is leadership based on command and control sustainable in this day and age. Each and every worker needs to be respected and given space to share and participate in the whole organisation.” Drs. David and Cynthia Capey, Leaders of Suffolk Inter-Faith and inventors of a major new game on Diversity explained that there is a very rich resource of diversity which already exists within workplaces, but it is untapped because nobody talks about faith.

St. Ethelburgas is a unique new Centre for Peace and Reconciliation a few minutes walk from Liverpool St. station and in the very heart of the City. Regular and inspiring events of this type are held there which are open to all – for details visit www.stethelburgas.org

GHETTOES

2006-10-09T12:24:00.000+02:00

A recent CRE survey showed that over 90% of white people in Britain could not name a ethnic minority close friend. Surprisingly, a similar statistic applied to ethnic minority people also - few had any white friends. Ghettoes are familiar and known territory. However, the world is changing - I know that my children have made a range of friends through school from different backgrounds without prejudice. So there is hope at that level. For adults, it seems that more effort needs to be made to build and nurture mixed friendships and sustain them. And there are too many demands on their lives to break into new ground. Also habit plays a part - if they did not have mixed friends when they were young, they would find it difficult to make them now. I am also sensing that there are separate worlds, which does not help us build unity and diversity. We need to be conscious of our own prejudices to remove prejudice from society. We need to move away from the ghetto of the mind and the locality.

INEQUALITY

2006-09-26T09:12:00.000+02:00

To actively promote diversity and build bridges, champions are needed. The work is demanding as it requires strong communication skills and a good awareness of at least two cultures. There are very few ethnic minority people with such skills, and those who do have them do not have the resources to provide the advice for free on a continual basis. Also there is a huge demand on their time not least from the communities where they come from. All too often, the wealthy and the resourceful are too busy guarding their wealth to participate in such activities.

There is a demand for people in Schools and institutions which are trying actively to get diverse representatives from different communities. The government needs to invest resources in training such people and motivating them to get involved. Also the mainstream community need to understand and give space to such people and help them become more involved citizens.

HUMILITY

2006-09-22T15:34:00.000+02:00

True practice of diversity requires humility. One should start with a position of trust and respect for another, and not be prejudiced by stereotypes or personal experiences. This is hard to do. And for those who are 'successful' in the modern world, humility is the hardest to achieve. It is better to look down rather than up - the more one 'succeeds' and comes in the public limelight, the more willing one should be to bow. Silence is also an expression of humility. In the modern world of noise pollution, everyone wants to be heard. However, it is the humble who are likely to make the most difference!

CREATIVE SILENCE

2006-09-18T07:39:00.000+02:00

Yesterday, I attended the global launch of the Just-A-Minute peace campaign by the Brahmakumaris (www.just-a-minute.org) at the Wembley Arena in London. The message was simple - everyone should try to spend one minute a day to connect with their inner spirit and reflect and renew. Music, dance, poetry, film and comedy were used to put this message across. It was simple and creative, and very unique and education. The tickets were free and a beautiful CD of practical tools was given to all at the end. It was a truly unique experience and the message of diversity was so clear and powerful without even being spoken! All performers were diverse, the language of silence is universal and the 12,000 crowd was also diverse. This is diversity at its best - when we all feel part of a larger whole beyond ourselves and beyond humanity.

RELIGION AND CULTURE

2006-09-16T07:46:00.000+02:00

Religion and culture are not separate. They are inter-twined. They both combine to influence habits, world-views and lifestyles. Even someone who says who has no belief and lives a materialistic lifestyle actually has a belief - that there is no God and that materialism is the only truth. It is just that the belief is not explicit or understood in a conventional 'religious' way. Even a materialist has a ritual of going shopping every Saturday or decorating the body through beautiful clothes and lovely food and indulgence in desires. Faith and belief influence our daily life whether we like it or not. Unfortunately, modern media try very hard to dissect faith from culture as by and large, they are anti-religion. In reality, they are ignorant of the role of faith and belief in human life. Also they are ignorant of some religions such as Jainism, Buddhism and Hinduism, which have lived peacefully and tolerantly for millenia.

RESPECTING DIFFERENCE

2006-09-16T07:37:00.000+02:00

Diversity is about difference. And it is about respect for that difference. It is not about agreeing to the different culture or values. Neither is it about converting oneself to 'multi-culturalism'. If we examine closely, we ourselves are different. Our hands are a different size from our legs. We have two eyes but only one nose. And sometimes we are happy and sometimes we are sad. That does not mean that people should only respect us when we are happy and not when we are sad. No. It is a simple fact of life that everyone wants to be loved and respected. Diversity acknowledges that fact and patiently tries to weave a community of peace through it. Yes, Diversity requires enormous patience. And it also bring enormous hope for the modern world.

PLURALISM

2006-09-10T08:43:00.000+02:00

Pluralism allows people to have open minds and be self-critical. It allows one to disagree without being disagreeable. It preserves respect and avoids antagonism. It also means that conversion and prosletization should be restrained. Unfortunately, there is a lot of emotion attached to belief and absolutism and fundamentalism often result from this emotion. This is where the human spirit needs to evolve to have genuine respect and dignity for other people irrespective of their colour, creed or belief. Only then will we have lasting peace in this world.

EDUCATION, EDUCATION, EDUCATION

2006-09-04T17:35:00.000+02:00

Ignorance creates barriers. Education has the potential to remove ignorance. No culture or religion is perfect as humans themselves are imperfect. Anyone who says that theirs is the perfect religion should arouse suspicion. However, before we criticise other cultures or beliefs, we must understand them first. And this understanding requires study, experience, travel and patience. And that is the totality of cultural education. If a school has pupils from different backgrounds, it has the greatest potential to educate about diversity, provided it makes use of the diversity that already exists and encourages communication and connectivity. Where a school does not have pupils from diverse backgrounds, it would need to do more active diversity field trips. Fortunately, in Britain today there are many sites one can visit to meet different cultures and experience their beliefs and festivals. It is more difficult to educate adults who are outside the school system and where habits and views are entrenched. However, we must try. For example, the curry is a very popular British meal, and alongside the curry, a restaurant can educate about Indian culture which is as spicy as the curry.

COMMUNITY COHESION

2006-08-31T10:11:00.000+02:00

COMMENT ON UK HOME OFFICE LAUNCH OF COHESION INITIATIVE

For community cohesion, we need communities. The Hindus and Jains try hard to build and sustain communities involving young and old alike, but mostly off their own efforts and with little direct support from the government. And they are generally law abiding citizens who save a huge amount of money for the government by not depending on welfare. Also we have a healthy lifestyle with good mental and physical health and strong family support networks. Unfortunately however, in the mainstream, communities are breaking apart. Few participate in churches or any sort of local communal activity. Young parents are busy working full time with little time even for their families – let alone community. Many don’t even know their neighbours and don’t think they need to know them. And therin lies the problem. It is a direct result of materialism and the lack of spiritual and ethical values in modern society. It is also a result of the spread of greed and big business which have directly broken communities and removed relationships of trust and loyalty. Clearly, this is not an easy nut to crack for the Home Office. However, it needs to look at root causes of social break-up and alienation if there is to be peaceful social co-existence in Britain. The young Muslim terrorists feel alienated and lost and become susceptible to such violent actions through their ignorance and vulnerability. Setting a Commission is a first step, but its eyes and ambitions must be for the long term.

LEADERSHIP AND SPIRITUALITY

2006-08-22T17:47:00.000+02:00

The best leader is one who inspires, encourages and sustains. Leadership is both a responsibility and an opportunity, a powerful and lonely job at the same time. For leaders to nourish and stimulate others, they need to stimulate themselves and stay motivated. Spirituality and a belief in the strength of the inner spirit is very often the core strength of great leaders. They have no ego and see themselves as part of a larger cosmos, brought on this earth to perform a duty. Their reward is not in ovation or gratitude from the public but in good responsible service. The best leader is one who is also the best servant of the people.

DIVERSITY IS BORDERLESS

2006-08-20T22:09:00.000+02:00

There is a lot of talk about diversity today - as different cultures are being brought together by globalisation and being forced to work with one another. This process will create conflicts in a competitive work environment, but can also create opportunities. For example, India and China are regarded as the new boom economies, but how many organisations use their existing ethnic minority staff to tap into these countries through their networks? How many companies hire people locally to help them to understand these countries? In cosmopolitan cities like London, these are great opportunities which can save money and help build trusting relationships in a very effective way. Just as charity begins at home, so does diversity.