Rizwan Ahmad Khan’s Post

21 characteristics of powerful people... 1- They don't have time to do anything against anyone 2- They don't have time to talk behind others' backs 3- They don't have time to dwell on past events 4- They don't have time to lie 5- They choose a lot because they have a prioritized mind 6- They appreciate the differences of people 7- They are not looking to make someone like them 8- They carefully monitor the quantity and quality of their food 9- They consider it normal that some people are bad 10- They are not familiar with two important languages, but they are fluent in them 11- In understanding the behavior of humans, their interests are divided first 12- They prefer efficiency over equality because equality itself is the result of efficiency 13- They consider efficiency to be the result of competition 14- They are honest because they have long-term interests 15-They are even careful in using prepositions to maintain the trust of others 16- They are not afraid of capable, skilled and intelligent people 17- They are always expanding the radius of their communication networks 18- After seeing them for six months, you will notice their improvement 19- Their surroundings are full of capable people 20-mm watch their words 21- The basis of their abilities is soft power

21 characteristics of powerful people... 1- They don't have time to do anything against anyone 2- They don't have time to talk behind others' backs 3- They don't have time to dwell on past events 4- They don't have time to lie 5- They choose a lot because they have a prioritized mind 6- They appreciate the differences of people 7- They are not looking to make someone like them 8- They carefully monitor the quantity and quality of their food 9- They consider it normal that some people are bad 10- They are not familiar with two important languages, but they are fluent in them 11- In understanding the behavior of humans, their interests are divided first 12- They prefer efficiency over equality because equality itself is the result of efficiency 13- They consider efficiency to be the result of competition 14- They are honest because they have long-term interests 15-They are even careful in using prepositions to maintain the trust of others 16- They are not afraid of capable, skilled and intelligent people 17- They are always expanding the radius of their communication networks 18- After seeing them for six months, you will notice their improvement 19- Their surroundings are full of capable people 20-mm watch their words 21- The basis of their abilities is soft power.

*`21 characteristics of powerful people...`* 1- They don't have time to do anything against anyone 2- They don't have time to talk behind others' backs 3- They don't have time to dwell on past events 4- They don't have time to lie 5- They choose a lot because they have a prioritized mind 6- They appreciate the differences of people 7- They are not looking to make someone like them 8- They carefully monitor the quantity and quality of their food 9- They consider it normal that some people are bad 10- They are not familiar with two important languages, but they are fluent in them 11- In understanding the behavior of humans, their interests are divided first 12- They prefer efficiency over equality because equality itself is the result of efficiency 13- They consider efficiency to be the result of competition 14- They are honest because they have long-term interests 15-They are even careful in using prepositions to maintain the trust of others 16- They are not afraid of capable, skilled and intelligent people 17- They are always expanding the radius of their communication networks 18- After seeing them for six months, you will notice their improvement 19- Their surroundings are full of capable people 20- watch their words 21- The basis of their abilities is soft power

Why do we call it the Global Majority? Global Majority is a term used to replace the Global South, Developing Countries, Third World etc. The term "global majority" was first coined when some activists argued that ”ethnic minority" was problematic because it placed people of colour in a subordinate position to white people, even though they made up the majority of the world's population. As an international organisation working in the Global Majority, we find it important to foster inclusivity, equality, and representation in all our endeavours. To achieve this, we recognise the significance of adopting inclusive language that respects and acknowledges the diversity of experiences and perspectives within the Global Majority. We aim to break away from perpetuating colonial lines of thought and language that might reinforce stereotypes or unequal power dynamics. As we embark on this journey towards more inclusive terms, we understand that the process may take time, and not everyone may be familiar with the new terminology immediately. Thus, we will continue to use the term "Global South" when appropriate and where it serves as a bridge for understanding until the more inclusive language becomes widely recognised and understood. . . . . . #globalgirlproject #globalmajority #inclusicelanguage #whyglobalmajority #culturaldiversity

'The idea that you are confirming a stereotype can sometimes make people feel unable to be themselves, make complaints or raise serious issues'. Great to see this blog reposted. In it, I discuss the impact of stereotypes, stigma and conspiracy theories.

💫💼In the fields of corporate diversity, equity, and inclusion (D.E.I.), the concept of "belonging" takes center stage. The key points of this concept are: 👉Belonging is about avoiding social identity labels. 👉Belonging requires leadership providing support to traditionally marginalized social groups. 👉Belonging involves top executives in the conversation. This shift highlights a fundamental evolution in how organizations approach inclusivity, emphasizing the importance of fostering environments where every individual feels valued and included. What do you think about the concept of "belonging"? #inclusion #diversity #DEI

Peace Talks Can We Talk? Once upon a time people could guess fairly accurately what another person’s political position was by their appearance. During certain periods throughout history it was also possible to determine one’s tribe based on their attire, hairstyle, and mode of transport. This was valuable information as knowing what to expect regarding interaction with others could save one’s life. Recognition enabled human beings to know whether or not they could discuss certain things with one another. Continue reading ... https://lnkd.in/eb4XuE8M #Reconciliation hashtag #Polarization hashtag #Mediation hashtag #Affinity hashtag #Diversity hashtag #Inclusion

What does non-inclusive language look like and why does it matter? 🔋The use of inclusive language in the workplace shows consideration to everyone, and it can help to foster a space where everyone feels respected and their views heard which forms the foundation of an inclusive culture. Non-inclusive language are words or phrases that: 🚩treat others unfairly 🚩are insulting 🚩exclude a person or a group of people When it happens, it creates a disconnect between employees and teams across your organisation, all of which limit their sense of belonging and can also act as a barrier for your organisation. Read the blog by Teresa Norman, EW Group DEI consultant, to understand the importance of inclusive language, the impact of non-inclusive language, and the actions organisations can take to foster an inclusive culture👉: https://bit.ly/3JSCtxR #DiversityandInclusion #InclusiveLanguage #InclusiveWorkplace #InclusiveCulture #InclusionMatters

Leaders, could you use a hand?! Our thoughts and hearts are those that are hurting, as a result of the turmoil around the world, and for some, in our backyards. As we have seen in recent years, whether near or far, at home or aboard, these events impact our people in different, yet profound ways. And while some have a need to take sides, point fingers, and place blame - we’ve all seen the social media brawls - this is our reminder, as leaders, to provide the time and space team members need to feel. It is in these moments of uncertainty, and fear, that team members want to feel a sense of safety and belonging. And while it is not an easy task, here are some options to consider: 👉🏾Revisit your company's Diversity and EEOC policies. Do they exist? Do they prohibit discrimination, harassment, intimidation, racism, and bullying of any kind? 👉🏾Host roundtable, individual and small group discussions. Your role is not the strategize and/or find a solution, but to create a space for team members to share and stand in solidarity with one another. 👉🏾Encourage team members to speak up, advocate for, and/or be an out loud ally, for anyone experiencing antisemitism or discrimination, of any kind. 👉🏾Ask questions – first of yourself and then others. Whatever you do, don't let not having the “right” words prevent you from asking the right question - "How are you?" With ❤️ and ✨️, Domonique Revere, Ph.D. . . . #DEIB #InclusionMatters #GenerationalHarmony #StrongerTogether #DEIWithDrDom #VisibilityMatters #InclusionForAll #DEIB #Inclusion #Diversity #Belonging #HRemedy #justwhatthedoctorordered #thecure #inmydoctorsbag #diversity #equity #inclusion #belonging #peopleoperations #HRinfluencer #DEIinfluencer  #selfreflection #askme

Let's talk about the power of inclusive language! Our recent #InspireInclusion Diversity Deep Dive Session on International Women’s Day, led by Suzanne Wertheim, Ph.D., an international expert and author, was eye-opening. Her insights? "Every word spoken or written can build or break relationships – between coworkers, managers, candidates, and clients." Inclusive language is vital to fostering belonging, and it makes people feel seen, heard, and valued. Here are six key principles we learned: - Reflect reality - Show respect - Draw people in - Incorporate other perspectives - Prevent erasure - Recognize pain points Practical tip: Instead of “Hey, guys,” try “Hey you all” or “Hey everyone” to prevent erasure and ensure everyone feels seen and respected. Small changes like this can make a big difference in fostering inclusion and belonging in your daily interactions. Ready to dive deeper into inclusive language? Check out Suzanne Wertheim’s website for more insights: https://lnkd.in/d98dytfB #MAHLE #teamMAHLE #StrongerTogether #diversity #inclusion #DiversityandInclusion #InspireInclusion #InclusiveLanguage #WomenatMAHLE #Empowerment