The terrible findings against Hindus and Hindu females in the TCS, Nashik case unlocked Pandora’s box. A number of employees from various companies have highlighted similar issues in their workplaces. The investigation is ongoing into why Hindus are being targeted by left-wing Islamic fundamentalists. One of the most notable reasons is the DEI (Diversity, Equity, Inclusion) policy. Given the current scenario in numerous corporations, might we define DEI as “Division and Diversion to Enforce Islam”? Under the guise of DEI, the left ecosystem or wokes have managed to get themselves into the proper positions in numerous corporations. They are utilizing their position not to build the firm or organization, but to destroy the Bharatiya culture in companies established in Bharat.
For the left ecosystem, the firm and management appear to be nothing more than a weapon for advancing their anti-Hindu and anti-Bharat agendas, hence weakening the corporate and Bharat in the long run through distrust, coercion, conversion, harrassment, and sexual assault. Employee efficiency, effectiveness, and quality of work suffer as a result of high stress, working against ethical standards, and a Bharatiya culture instilled in them from birth. The TCS case serves as a wake-up call for all corporations; it is time for them to assess their existing status and take the appropriate legal action. The next step is to see the DEI policy implemented in the company. The DEI strategy requires a full revision in accordance with Bharatiya ideals such as “Sarve Bhavantu Sukhinah” and “Vasudhaiv Kutumbakam”. The existing DEI system in many corporations violates these humane ideals. The current principles are diversity to divide and diversion, equity to enforcement, and inclusion to Islam. In the long term, such a warped view of humanity will be the source of corporate destruction. Whatever good you accomplish in terms of corporate social responsibility, your DEI policy will undermine everything, including your reputation and growth. Let’s focus on the DEI policy review.
Over the last few decades, the concept of diversity, equity, and inclusion (DEI) has evolved from a symbolic ambition to a defined standard for assessing an employer’s credibility, culture, and compliance maturity, both by its own employees and by regulators, stakeholders, and the general public. While several organizations have made formal DEI commitments, as evidenced by internal policies, leadership statements, and public disclosures, as well as steps toward inclusive hiring, maternity support, accessibility infrastructure, reasonable accommodation, and gender-diverse leadership, the practical integration of DEI into workforce systems remains uneven, with many corporations pursuing a specific agenda of bias against Hindus.
Diversity, Equity, Inclusion, and Sensitivity (DEI) is an umbrella term designed to direct our attention to a healthier and more open corporate culture that provides equal opportunity to people regardless of their class, caste, dialect, gender, creed, physical attributes, and so on. However, despite the good intentions, the left ecosystem used it for their own selfish gains and motives, which are completely contrary to corporate principles and humanity.
DEI in America
According to the Hindu American Foundation, caste-based diversity, equity, and inclusion (DEI) training programs in the United States are fueling anti-Hindu sentiment. It has also accused the New York Times and Bloomberg of concealing the study.
The Hindu American Foundation (HAF) has accused two major American media outlets, The New York Times (NYT) and Bloomberg, of hiding a report revealing how Hindus endure prejudice as a result of caste-based diversity, equity, and inclusion (DEI) training programs in the United States. The Network Contagion Research Institute (NCRI) conducted the study in partnership with Rutgers University, specifically examining Equality Labs’ anti-caste training and discovering that such programs exacerbate anti-Hindu discrimination and hatred.
The study, undertaken by the Network Contagion Research Institute (NCRI) and Rutgers University, looked at materials from Equality Labs, a Dalit civil rights organization. It discovered that participants subjected to these trainings were considerably more likely to use dehumanizing vocabulary, such as equating Brahmins to “parasites” or “viruses.”
The HAF also claimed that the research showed how such diversity, equity, and inclusion (DEI) programs can exacerbate racial distrust rather than reduce discrimination. Despite the stated interest of major media organizations, the HAF alleges that evidence of “punitive retribution” and rising animosity toward Hindus has gone virtually unnoticed by these mainstream platforms.
How Bharat is affected
The woke toolset of diversity, equity, and inclusion is reaching Bharat as well. Rajiv Malhotra, a renowned researcher, author, and pioneer in civilization study, has stated in his books that the woke apparatus is now targeting Bharat’s top educational institutes, such as IITs, in the pretext of fostering diversity and inclusiveness. In the Bharatiya context, the woke lobby’s purported advocacy for the rights of the downtrodden effectively demonizes so-called upper castes and pits Dalits, scheduled tribes, and minorities against them. It is a deadly experiment, and Bharat is already becoming a test ground. Similarly, as Rajiv Malhotra warns, diversity and inclusion rhetoric is making its influence felt in Bharat’s software businesses, exacerbating the caste issue in an attempt to divide Hindus and destroy meritocracy.
The love Jihad and conversion have created a deep impact on many corporations, which is extremely concerning for Hindus, business growth, and Bharatiyatva. Those who are in denial that such incidents do not occur should visit the victims of love Jihad and conversion; if they do not perceive anything wrong, it is apparent that they are not people, but rather demons of modern civilization. Universities must also address this issue in a timely and effective manner in order to protect future generations and Bharatiyatva from this toxic ecology.
It is time for corporations, governments, non-governmental organizations (NGOs), employees, and management to start working proactively and taking appropriate actions. The DEI should be brainstormed, discussed with all stakeholders, and then given its final shape. In practice, the DEI should strengthen research and innovation capabilities, improve workplace culture, minimize stress, and focus on business and national goals without discrimination.
