Bhutan – Paro Taktsang…

Bhutan – a Buddhist kingdom in the Himalayas. Beautiful monasteries, treasured fortresses (dzongs), dramatic landscapes ranging from subtropical plains to steep mountains & valleys. Raw, unexplored.

Paro Taktsang Monastery (Tiger’s Nest) clings to cliffs above the forested Paro Valley. Surreal, spiritual. A sacred 17th century cliffside temple. Heartbeat of Bhutan.

Visiting Paro Taktsang Monastery is an unforgettable experience. Uniquely surrounded by majestic mountains, emerald green valleys. Temple impresses with it’s abundance, peace & beauty. A gorgeous gold-plated dome with flickering lights illuminating golden idols. Hall of Thousand Buddhas’ carved into the rock with a large, stunning statue of a tiger. A once in a lifetime experience.



Regarding inclusion & diversity, justifications of the value of hiring a diverse workforce have become a norm. “Innovation requires breakthrough ideas that only come from a diverse workforce.” Research proves that how an organisation talks about diversity can have a major impact. Diversity of thought is equally important as diversity on the basis of physical attributes like gender or race.

Today, companies either build a business case for diversity (a justification on the grounds of profitability) or a fairness case for diversity (a justification on the moral grounds of equal opportunities).

80% of companies use a business case to justify the importance of diversity. In contrast, less than 5% use the fairness case. The remainder either don’t list diversity as a value or don’t provide any justification on why it matters (HBR).

A business case approach assumes that the under-represented candidates offer different skills, perspectives & styles as unique contributions to drive the success of diverse companies. Frames diversity as more of a business asset. A fairness case on diversity as an end in itself is very valuable. Empathetically encourages a sense of belonging. Maybe, there isn’t a need to justify our commitment to diversity, at all?

We don’t need an explanation for the presence of well-represented groups in the workplace beyond their experience, abilities & expertise. Then, do we really need a justification for the presence of under-represented groups? It may seem counter-intuitive, but making stereo-typed cases for diversity inherently implies that valuing diversity is up for discussion. Diversity & inclusion need to be naturally embedded in a company’s culture. We don’t justify why we value resilience, passion or integrity. So, why treat diversity & inclusion any differently?


I am diversity…

I  Am Diversity,

I’m not limited to age, gender or race

I’m invisible at times, yet all around the place.

Let me take my seat at the table

Even though I may be differently able

My experience, my passion, my ability

Can add value for your company.

Learn about me, improve my under-representation

And I can provide a competitive edge to an entire nation.

I exclude no one, I am strengthened by all

My name is Diversity and I stand tall.

Recognise and keep me in the mix

Together, there’s no problem that we can’t fix.

I am your best hope towards creative innovation

And to many, I reflect truth and inspiration.

Our lives and companies will continue to change

Thus, the need for diversity and inclusion will always remain.

I’m the thought lurking behind the unfamiliar face

I’m the ingenuity that helps your team win the race.

I’m the solution that came from the odd question that was asked.

I stand out in the crowd when I, Diversity, am allowed to be unmasked.

Coupled with inclusion our lights burn longer

Together, we are smarter, better and stronger

I am Diversity

Yes, that’s me…

Charles Bennafield