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.

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The Meeting After the Meeting - What Side Conversations Can Reveal About the Room You Just Left

By Nika White • October 26, 2026
You leave a meeting thinking the team is aligned. Then the real conversation starts in the hallway, on a private call, or in a message thread. People ask what a decision really means. Someone raises a concern they never mentioned in the room. Another person says what they wished they had said. Side conversations aren’t always evidence of dysfunction. People need time to process. But when the most honest discussion consistently happens elsewhere, the meeting may be missing something important. We’ve explored silence as a cultural signal in The Human Shift. Pay attention to where candor goes when it doesn’t feel possible in the formal room. A Reframe A meeting can end with agreement and still leave people uncertain or unheard. One Simple Practice Before closing your next meeting, ask: "What concern have we not given enough space to?’" Then wait long enough for a real answer. What This Looks Like In Practice A leadership team approves a new process with little discussion. Later, several managers privately question whether their teams can implement it. At the next meeting, the chair asks for practical objections before asking for agreement. The plan improves before rollout. Question to Consider Where do the most candid conversations in your organization actually happen? In the shift, Dr. Nika White P.S. Have you ever learned more in the conversation after a meeting than in the meeting itself?

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By Nika White • October 5, 2026
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By Nika White • September 21, 2026
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By Nika White • September 8, 2026
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By Nika White • August 31, 2026
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By Nika White • August 24, 2026
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The Emotional Tone You Leave Behind - Why people often remember the feeling more than the conversation

By Nika White • August 17, 2026
Most leaders spend a lot of time thinking about what they're going to say. They prepare for difficult conversations. They organize their thoughts. They choose their words carefully. All of that matters. But long after people forget the details of the conversation, they usually remember something else. They remember how they felt. Did they leave feeling encouraged? Did they leave feeling smaller? Did they leave feeling trusted? Did they leave feeling like they had to be careful? Earlier in The Human Shift, we explored the idea of leadership aftermath. What people carry after interacting with you shapes culture in ways that are easy to overlook because they happen quietly. Most leaders don't intentionally create emotional tone. They create it anyway. A Reframe Every interaction leaves something behind. The question isn't whether you're shaping the emotional climate. It's what you're leaving in it. One Simple Practice At the end of your next one-on-one meeting, don't evaluate what you said first. Instead ask yourself: "If I were on the other side of that conversation, how would I describe how it felt?" Notice what comes to mind before you analyze it. What This Looks Like In Practice A leader finishes a performance conversation feeling relieved because she finally addressed a difficult issue. Later that day she asks herself how the conversation may have felt for the employee. She realizes she spent most of the meeting explaining expectations and very little time asking questions. The next conversation feels different because she changes the experience, not just the message. Question to Consider When people leave a conversation with you, what do you hope they carry with them? In the shift, Dr. Nika White P.S. Think about a leader you've never forgotten. What do you remember most: what they said or how they consistently made you feel?