In recent years, the corporate world has made significant strides in recognizing the importance of diversity and the benefits it brings to organizations. However, despite these efforts, there are still persistent misunderstandings and challenges surrounding inclusion and diversity. To move forward, it is crucial for the corporate world to transcend the focus on diversity alone and embrace a broader concept of inclusion and belonging.

In my work in the field of DEIB I have relied mainly on the complexities of identities and individual differences which are much beyond the concept of currently misunderstood concepts of gender, race, or any other visible value of diversity. While I still fight for the inclusion of women in the workforce and reducing the gender paygap and derth of women talent at the leadership but the fight is more about the arena and the right to include than anything else. It is about actively involving individuals in decision-making processes, fostering a sense of belonging, and creating equal opportunities for all.

The debate about diversity or inclusion and what comes before what, is at such a nonsensical political stage that in doing so we are subjecting human to a mere representation of their skin color or the sex organs they have or not have. Whereas the innate structure of their talent, individual characteristics, personality, attitude, temperament, values, and intersectionalities of these all to bring their best at workplace, which was the primary purpose of DE&I discussion, is almost forgotten. Understanding intersectionality is critical in fostering inclusion. Individuals possess multiple identities that intersect and influence their experiences within the workplace.

My motivation, therefore, is now to focus on what is beyond the entire facade of diversity and look deeply into creating the value through inclusive approach of talent FOR organization; where value is created through creating an environment where individual differences are put to work together for maximizing the return on talent. An inclusive approach to talent is human centric where human is not limited to the visible characteristics only but focusing that every human bring much more to the table and can truly feel belong and perform well as a result, through maximizing the value of own self at work.