Stronger Together: An Intentional Conversation with Diya Khanna on Community and Collaboration in DEI

Nika White • March 27, 2025

It was clear from the outset that this wasn't just another professional dialogue. The warmth and genuine connection between Dr. Nika White and Diya Khanna were palpable, setting the stage for an insightful and deeply resonant conversation. Dr. White, setting the tone, affectionately introduced Diya as "not only just a colleague, but she is a friend. She is a sister in the work," highlighting the strong rapport they share in the vital field of Diversity, Equity, and Inclusion (DEI).


Dr. White provided a compelling overview for those unfamiliar with Diya's impressive background. With 20 years of experience spanning profit, non-profit, and the tech industry, Diya is a global DEI Speaker, Facilitator, and Consultant. Her significant accomplishments include her pivotal role at Amazon, where she led CORE+ (Conversations on Race and Ethnicity), an annual internal conference that reached a staggering 1.3 million employees. Diya's expertise lies in developing DEI programs, strategies, and policies at scale, crafting global work plans for 14 employee resource groups, and leading crucial discussions on the future of work through an intersectional lens. Her mission is clear: to increase access and opportunity for individuals across a comprehensive spectrum of identities, from race and ethnicity to gender identity, accessibility, sexual orientation, and beyond, in every professional industry.


Diya, grounded in her experience as a DEI columnist for the Seattle Times, a board member of the Asian at Amazon Global Board, and her appointment to the Seattle Women's Commission in 2018, brought a wealth of knowledge and a deeply human-centered approach to the conversation. Her academic background, including a Bachelor of Journalism and a Master of Education with a focus on curriculum development, further solidifies her expertise in this space.


Stepping into the conversation, Diya immediately addressed a crucial aspect of DEI work: the importance of community and collaboration. "I'm so glad you brought this up," she began, acknowledging the various perspectives and competencies within the industry. Her core belief resonated strongly: "I believe that we all bring various competencies, various skills, various lived experiences, and we're stronger as a group and as a community."


This wasn't just a platitude; it was a foundational principle for the discussion that unfolded. Diya emphasized that the strength of the DEI movement lies not in individual brilliance but in collective effort. "Rather than looking at how well we show up individually, we'll never be able to do it all, right?" she wisely stated. Highlighting the complementary nature of their skills, she acknowledged Dr. White's exceptional ability to convey the importance of humanity, relationship building, and community across diverse audiences. "We're not in competition with each other, right? We're here collectively. So, let's uplift each other, and let's also be aware of where perhaps our weaknesses may be, and lean on each other so that we can lift together."


The conversation delved deeper into the nuances of collaboration, with Diya underscoring the value of respectful challenge in their partnership. Drawing on the concept of "safe places of discomfort," she highlighted that growth often occurs when individuals are willing to engage with differing viewpoints in an environment of trust and mutual respect.


Diya also brought her perspective as a Canadian, emphasizing how different cultural backgrounds can enrich the DEI landscape. "Another difference that you and I have as a Canadian, I bring a different lens. And what I've experienced being brought up in Canada may be different than what you've experienced being brought up in the US. An Asian woman, a Black woman, there are so many differences. So, instead of disregarding those differences, let's bring them all to the table." This call to embrace diverse perspectives and center on shared values was a powerful reminder of the inclusive nature of effective DEI work.


Key Takeaways and Next Steps:

The intentional conversation between Dr. White and Diya offered valuable insights for anyone engaged in or interested in DEI work. Here are some key takeaways and suggested next steps:


  • Embrace Differences as Strengths: Rather than viewing differences in opinion, communication styles, or lived experiences as obstacles, recognize them as opportunities for learning and growth.
  • Practice Thoughtful Inquiry: Cultivate the habit of asking questions to foster deeper dialogue and understanding across different perspectives.
  • Explore the VUCA/VICA Framework: Reflect on the VUCA framework (Volatility, Uncertainty, Complexity, Ambiguity) and consider reframing it as VICA (Vision, Understanding, Clarity, Agility) to navigate challenging times with a more proactive and positive mindset.
  • Cultivate Cultural Humility: Research and actively practice cultural humility in both personal and professional interactions. Remember that cultural humility is a lifelong process of self-reflection and learning. Take the time to look up the origins of the cultural humility framework, which was developed by two women of color in the healthcare space, to gain a deeper understanding of its context and significance.
  • Maintain Hope and Positive Energy: Acknowledge the challenges inherent in DEI work but consciously strive to maintain hope and positive energy to sustain long-term engagement and impact.
  • Champion Community and Collaboration: Recognize that DEI is a collective endeavor. Actively seek opportunities to collaborate, support, and uplift others in this work. Be mindful of creating "intentional communities of practice" where individuals can learn and grow together.
  • Value Diverse Communication Styles: Understand that individuals learn and communicate in different ways. Be patient and use varied approaches, such as prompts and questions, to facilitate learning and reflection.
  • Extend Support and Speak Up Mindfully: For women and marginalized individuals, share your perspectives and support others in speaking up, while always prioritizing your own safety and well-being.


The conversation between Dr. Nika White and Diya Khanna served as a powerful reminder that the journey towards a more diverse, equitable, and inclusive world is not a solitary one. By embracing our differences, fostering genuine collaboration, and centering on our shared humanity, we can indeed be "stronger together" in the vital work that lies ahead.


Intentional Conversations   is a weekly podcast by Nika White Consulting that intersects diversity, equity, and inclusion dialogue with leadership and business. Click here to register to attend the live sessions each Friday from 11 a.m. to 12 noon EST. You may also search   archives to view replays   of past episodes, or you can listen to the Intentional Conversations Podcast on your favorite platform.

Read more from The Human Shift on Substack, where I share long-form essays on leadership, culture, and how we work and live.

Share this Content:

The Energy Behind Your Leadership - Why how you show up matters more than how much you do

By Nika White • June 15, 2026
Leaders often focus on effort. Working harder. Doing more. Giving more. But effort is not the only variable. Energy matters. The tone you bring into a meeting. The pace of your communication. The steadiness of your presence. Earlier in The Human Shift, The Body Knows Before The Mind Does, we explored how the body communicates before words. Energy is often what people remember most. A Reframe Leadership is not only what you do. It is what people experience in your presence. One Simple Practice Before your next interaction, ask: “What energy am I bringing into this?” Then adjust—slightly. Question to Consider What do people consistently feel after interacting with you? What This Looks Like In Practice In leadership and culture work, energy is one of the most overlooked drivers of performance and trust. It shapes how work feels—and how people engage. In the shift, Dr. Nika White P.S. If your team described your leadership in one word based on how it feels, what would they say?

The Leadership Habit of Anticipation- When thinking ahead becomes living ahead

By Nika White • June 8, 2026
A Strong leaders anticipate. They think ahead. They plan. They prepare. But anticipation can quietly become overextension. Living in the next moment instead of the current one. Earlier in The Human Shift, The Cost of Constant Readiness, we discussed readiness. Anticipation, when constant, keeps leaders slightly ahead of the present—which can disconnect them from what’s actually happening. A Reframe Preparation supports leadership. Over-anticipation distances it. One Simple Practice Bring your attention back to one present interaction today. Ask: "What is actually happening right now?” Not what could happen. Not what might happen. Just what is. Question To Consider How often are you leading from the present versus the future? What This Looks Like In Practice Leaders who reduce over-anticipation often report clearer communication and stronger relationships because they are responding to reality, not projection. In the shift, Dr. Nika White P.S. Where are you currently living ahead of the moment instead of in it?

The Subtle Drift into Disconnection - How it happens without anyone noticing

By Nika White • June 1, 2026
Disconnection rarely happens all at once. It builds slowly. A conversation you rush through. A moment you don’t fully listen. A tension you move past instead of addressing. Over time, these moments accumulate. Earlier in The Human Shift, Inclusion Isn’t Exhausting – Disconnection Is , we explored inclusion as lived experience. Disconnection is often not intentional—it is the result of repeated missed moments of connection. A Reframe Disconnection is not a single event. It is a pattern of small moments. One Simple Practice Today, in one conversation, slow down enough to fully listen—without preparing your response. Just notice. Question To Consider Where have small moments of disconnection quietly added up? What This Looks Like In Practice In culture work, repairing disconnection rarely requires large interventions. It requires consistent attention to everyday interactions. In the shift, Dr. Nika White P.S. When was the last time you felt fully present in a conversation?

When Presence Replaces Performance - Why leadership effectiveness isn’t always about doing more

By Nika White • May 27, 2026
In high-performing environments, leaders often feel the need to demonstrate value constantly. Speaking. Solving. Contributing. But not all leadership is visible. Sometimes the most impactful presence is quiet. Earlier in The Human Shift, The Shift From Bracing to Grounding , we explored grounding as staying connected to yourself in the moment. Presence allows leaders to influence without constant action. A Reframe Leadership is not always what you do. Sometimes it is how you are. One Simple Practice In your next meeting, contribute one fewer time than you normally would. Instead, observe: What changes when you create more space? Question To Consider What would shift if you trusted your presence as much as your output? What This Looks Like In Practice Leaders who learn to use presence intentionally often find their influence increases—not decreases—while their effort becomes more sustainable. In the shift, Dr. Nika White P.S. Where might doing less actually strengthen your leadership today?

The Weight of Unspoken Expectations - What leaders carry that no one names

By Nika White • May 19, 2026
Not all expectations are stated. Some are felt. You feel them in how quickly you respond. In how prepared you need to be. In how little room there seems to be for uncertainty. These expectations shape behavior—even when no one has said them out loud. Earlier in The Human Shift, Culture is What People Carry Home, we explored how culture is what people absorb. Unspoken expectations are one of the most powerful ways culture is transmitted. A Reframe What is unspoken is often what is most influential. One Simple Practice Ask yourself: “What expectations am I operating under that no one has actually confirmed?” Then question one of them. Question to Consider What might change if you clarified one assumption you’ve been carrying? What This Looks Like In Practice In organizational work, many performance patterns are driven less by formal expectations and more by perceived ones. Naming them creates immediate relief and clarity . In the shift, Dr. Nika White P.S. What expectation are you currently meeting that may not actually exist?

The Tension Between Speed and Clarity - Why moving quickly can sometimes create more work later

By Nika White • May 11, 2026
Speed often feels like progress. Decisions made. Meetings closed. Momentum maintained. But speed and clarity are not the same. Earlier in The Human Shift, The Cost of Constant Readiness, we explored how readiness can create urgency where it may not actually exist. When leaders move quickly from that state, decisions can reflect pressure more than perspective. A Reframe Speed moves things forward. Clarity moves things well. One Simple Practice Before your next decision, ask: “Am I choosing speed—or am I choosing clarity?” If it’s speed, ask: “What would clarity require right now?” Question to Consider Where might slowing down actually create stronger outcomes? What This Looks Like In Practice Many organizations don’t suffer from slow decision-making—they suffer from fast decisions that require correction. Clarity reduces rework.. In the shift, Dr. Nika White P.S. What decision today would benefit from just a little more space?

When Responsibility Becomes Identity - The moment leadership stops being a role and becomes who you are

By Nika White • May 4, 2026
High-capacity leade rs often say: “I’ll take care of it.” At first, it’s situational. Then it becomes habitual. Eventually, it becomes identity. You’re the one who handles things. The one people trust. The one who doesn’t drop anything. But identity-level responsibility is different. It doesn’t turn off. Earlier in The Human Shift, Capacity is not Infinite, we explored capacity as information. When responsibility becomes identity, capacity signals are often overridden—not because leaders don’t feel them, but because they don’t believe they can respond to them. A Reframe Responsibility is a role you hold. Not a definition you carry. One Simple Practice Today, notice one “yes” you give automatically. Pause. Then ask: “If I didn’t see this as mine by default, what would I choose?” Question To Consider Where has your sense of responsibility expanded beyond what is actually yours? What This Looks Like In Practice In leadership development work, one of the most important shifts is helping leaders separate identity from role. When that happens, both performance and sustainability improve. In the shift, Dr. Nika White P.S. What responsibility do you carry right now that no one explicitly asked you to hold?

The Cost of Being the Calm One-When Composure Becomes Your Default Role

By Nika White • April 27, 2026
Some leaders become known as “the calm one.” The one who steadies the room. Who doesn’t react. Who absorbs tension without showing it. It’s a valuable presence. But over time, it can quietly become a role you feel responsible to maintain. Not because it’s always needed. But because it’s expected. Earlier in The Human Shift, The Shift from Bracing to Grounding , we explored how leaders often move into bracing without realizing it. Being “the calm one” can sometimes be a more refined version of the same pattern—holding steady externally while managing pressure internally. A Reframe Calm is not a performance. It is a state that requires support. One Simple Practice Notice one moment today where you feel responsible for stabilizing others. Instead of immediately holding that role, pause and ask: “Is steadiness needed here—or am I used to providing it?” Question to Consider Where has your composure become something you feel you must maintain rather than something you can access? What This Looks Like In Practice Many leaders I work with don’t struggle with composure—they struggle with the cost of sustaining it alone. When shared steadiness becomes possible, leadership begins to feel lighter. In the shift, Dr. Nika White P.S. Where in your leadership do you feel most responsible for “holding the room”?

Sustainable Authority - Authority That Doesn’t Rely On Intensity

By Nika White • April 20, 2026
Some leaders repeat directions often. Others rarely need to.  The difference is not position. It is trust in their steadiness. Authority rooted in pressure requires monitoring. Authority rooted in presence requires less reinforcement. This connects back to grounding, in The Human Shift, The Body Knows Before the Mind Does. When leaders are regulated, direction travels clearly without amplification. Reframe Authority is not measured by force. It is measured by reliability. One Grounded Practice Before giving direction, slow your speaking pace by 10%. Then deliver the message once, clearly and calmly. Consistency communicates confidence more than volume does. Closing Reflection Do people follow your direction because they understand — or because they feel urgency? Contextual Depth Signal Leaders who cultivate a steady presence often find they need fewer reminders, corrections, and escalations. Regulation reduces management load. In the shift, Dr. Nika White P.S. When you give direction, what do you think your team experiences — clarity or pressure?

The Leadership Aftermath - What People Carry After Interactions Shapes Culture More Than The Interaction Itself

By Nika White • April 13, 2026
Leaders often focus on how meetings go. But the greater influence is what happens afterward. What people replay during their commute. What they describe at dinner. What they anticipate the next morning. Leadership is remembered less for exact wording and more for internal experience. Earlier, in The Human Shift, Culture Is What People Carry Home, we discussed how the emotional residue of leadership interactions shapes engagement more than policies do. Reframe Leadership influence continues after the conversation ends. One Grounded Practice After a meeting, pause for one minute and ask: “If I were in that conversation as a participant, how would I feel right now?” Not how you intended. How it likely landed. Closing Reflection What emotional tone do your interactions leave behind? Contextual Depth Signal Organizations often attempt culture change through communication strategies, but emotional experience — not mes saging — is what employees actually carry. In the shift, Dr. Nika White P.S. After a typical meeting with you, what do you think people feel most — clarity, pressure, or steadiness?