DEI Dilemmas: How Important is Inclusion and Psychological Safety in Diverse Organizations?

 

DEI (Diversity, Equity and Inclusion) stemming from ESG (Environment, Social and Governance) has become so politicized and controversial that the foundations and benefits of these are in jeopardy.  Inclusive policies, based on core values and actions result in a positive impact on the people, community, the environment in terms of well-being, reputation and profit – for doing the right thing and doing things right.

A quick history – DEI and ESG evolved from the early Corporate Social Responsibility (CSR) movement where social and environmental concerns were aligned with business strategy, which saw a change in the bottom line.

But CSR also has an aspect of doing the right thing for selfish reasons – to build a good reputation, image, increase brand value and attract good people.  This can be perceived as “greenwashing”, which could hurt organizations in the long run.

Cynicism about CSR gave rise to DEI and ESG – to do things right - demanded by the public and investors.  However, ESG and DEI got politicized when governments started mandating it to measure and report as part of the governance process.

There are merits to voluntary DEI policies and processes, especially when inclusion enhances psychological safety for diverse organizations to thrive in.

Doing the Right Thing and Doing Things Right

Most leaders want to do things ‘right’ and do the ‘right’ things for the ‘right’ reasons. Being inclusive in a diverse organization requires anchoring on core values and the culture ‘walked the talk’ by the leaders.

Being inclusive is about capturing the uniqueness of diverse individuals to foster a psychologically safe environment.  Being inclusive values and respects diverse individuals for their talents, skills and abilities to the benefit of the collective - and has a tremendous impact on the bottom line.

In a study published in Harvard Business Review, feeling included and a sense of belonging was linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. Researchers calculated that for a 10,000-person company, this would result in annual savings of more than $52 million. [i]

A strong business case for ethnic diversity and inclusion according to a McKinsey report - complements psychological safety with a 39 percent increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.[ii]

Caution on Formalizing and Measuring Equity and Inclusivity

Formalizing Equity and Inclusivity into performance management matrices can be challenging - fraught with risks as they are subjective and can demoralize people.

No rules, regulations nor processes can make someone accept or like another person. They happen organically through an inclusive leadership culture to accept new diverse and different people qualified and talented to be there, especially if the organization has been traditionally mono-cultural.

There has to be safe spaces for the status quo to ease into the new diverse realities - for individuals to deal with unconscious biases, fears and prejudices that are natural to any human being - with patience, safety and space for self-reflection.

Inclusion and Psychological Safety

An inclusive and appreciative culture evolves from an anchor on the core values of respect and integrity – lived by the leaders, actioned out by intentional activities and business processes - that help commune people to work and play together in a psychologically safe environment.

According to another McKinsey survey, an overwhelming 89 percent of employee respondents said they believe that psychological safety in the workplace is essential.[iii]

Psychological safety coupled with inclusive policies and actions leads to diverse team members feeling more engaged and motivated - because they feel their contributions matter and able to speak up without fear of retribution.  It leads to better decision-making, as people feel more comfortable voicing their opinions and concerns.  This leads to a more diverse range of perspectives considered.  It fosters a culture of continuous learning and improvement, as diverse team members feel comfortable sharing new ideas or their mistakes and learning from them.

Just because DEI is taking a pummeling in the news cycles – do not throw the ‘baby with the bath water’.  Inquire into its benefits with an open mind and examine the organizational culture and policies as diversity is the norm.

Create safe spaces for open conversations and do surveys to see where people’s minds are at - based on their feelings and needs - to being open to diversity, to be inclusive of others and to be included to have psychological safety - to find common ground - to bring everyone’s full selves to be a part of a high performing organization to enjoy and the celebrate diversity.

---

[i] https://thediversitymovement.com/what-is-workplace-belonging-why-is-it-important/

[ii] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact

[iii] https://www.mckinsey.com/~/media/mckinsey/featured%20insights/mckinsey%20explainers/what%20is%20psychological%20safety/what-is-psychological-safety.pdf

It’s 89 Seconds to Midnight in the Dooms Day Clock – A Reflection on an article written in 1984 called “Life after the Day After: Let us Work for Peace”

 The age of renaissance dawned on us in the 19th century with great promise that technology can bring joy and happiness to people and save the world from disasters - but instead we have an interconnected  dysfunctional fractured world of culture wars and real wars - where the Doomsday Clock  https://thebulletin.org/doomsday-clock/ indicates the closest we have been for self annihilation through Nuclear Armageddon.   

The modern-techno-industrial-AI complex is driven by corporations who virtually run this world through its limited liability license enabling the influence of politicians and policy makers - to meet their need for more profit in the modern market society.  

We are now seeing this as zero sum for this earth and its humanity in a world that took centuries since the 11^th century Magna-Carta - to evolve as the democracies we are.

I would not have imagined when I wrote the article Life After Day After in 1984 in the Lanka Review that forty years later – we are in a worse place today with the existential threat of annihilating ourselves from a nuclear disaster.   

The politics of the world seem to have regressed to a level of depravity where violence and war is the way to deal with our predicaments.

The left-brained egotistical posturing of the unhinged few with low emotional intelligence in power - in their zero-sum game is surreal to watch in a combination of amusement and fear.  

Neuroscientist Iain McGilchrist speaks particularly of humanity’s existential crisis driven by left-hemisphere-dominated thinking to state - “We are in danger of destroying ourselves because we have forgotten who we are” in his book - The Master and His Emissary. 

I cannot watch silently seeing the disconnection from reality and wisdom that underpins the geopolitical, technological and environmental threats the Doomsday Clock symbolizes as I write this - reflecting on my 1984 article.  

This is my way of speaking out about things that matter – as the brave Martin Luther King Jr did which cost him his life. 

I am not that brave nor do I have the inkling nor the will to take on the current powerful head on – but I can continue to speak and write in my own way – not to add fuel to the fires that burn out of control – but to find subtle ways to help people to step back – take a deep breath, say observe and exhale to gain the space to put things in perspective – move away from fear to – douse the fires to have conversations of accountability with those with diverse and opposing views – to find our common humanity in this ideologically polarized world.   

Our common humanity arises out of love, kindness, empathy and altruism as we would not be here today if not for compromise and collaboration in vulnerability and trust - to work together to build the civilization we have.   

We have just lost our way - enamored by the glamour of technology and profits in a narcissistic way - forgetting that we have so much power within us - when we focus on our breath to realize our power in our oneness with nature - in fact we are sacred nature - so let us find our nobility, fearlessness and spiritual grounding - truth, beauty and goodness - in that to increase that number from 89 seconds.     

 ----------------------------------------------------------------------------------------------------------- 

 

 

LIFE AFTER THE DAY AFTER

LET US WORK FOR PEACE
Lalith Gunaratne

It took me several days and nights before I could get over the sense of frustration and hopelessness that overwhelmed me after I saw the television movie The Day After.

I had this inescapable feeling that, wittingly or unwittingly, I had committed my destiny into the hands of some super-power who might decide to end it at a mere push of a button.

As the days rolled by, the initial shock of the movie was wearing off. This is only human. But, there is a need for us to be aware of the possibility of a doomsday, so our actions will gear towards encouraging a solution.

There has never been a greater time than now for the super-powers to come to the conference table, even if it is merely to rid the fears of the masses world over who share the same frustration and helplessness I felt after seeing The Day After. But, the future appears to be bleak. Giants in the Nuclear Game the USA and the Soviet Union seem to be locked in their position, that "might is right."

Sadly, the Geneva talks seem to be failing with the Soviet Union walking away in protest over deployment of new nuclear weaponry in Europe. Further, Prime Minister Trudeau's peace plan seems to be receiving half-hearted response from the two major super-powers and other nuclear nations.

This is the reason, solutions both immediate and long term must be sought, if we are to avert a nuclear war.

This is also the reason that any efforts such as that of Prime Minister Pierre Trudeau and numerous peace groups throughout the world are worthy of our support and admiration.

Lalith Gunaratne is an editor o
f the Canada Sri Lanka Association Newsletter - 1984

---

“The money required to provide adequate food, water, education, health and housing for everyone in the world has been estimated at $17 billion a year. It is a huge sum of money ...about as much as the world spends on arms every two weeks.” - Global Day of Action on Military Spending

 

Dare to Dream – Making of Responsible Young Leaders

Dreams &Teams Sports Meet - Rehoboth, Namibia

 ‘In our minds we have a vision; it’s in our hearts that we make it happen"

Dreams & Teams Course Books – Youth Sports Trust, UK

  

‘To inspire the desire to lead, to create one team, one dream, one world’ is a quote in the cover of the Dreams & Teams Young Leader’s Learning Log Book.  So, this has got to be a special programme and it is.

Having the privilege of being a Lead Trainer – trained by the British Council in UK in 2002 – has been one of the most rewarding experiences of my professional life.  

Dreams & Teams was the key programme I was associated with among others such as Connected Classrooms and Intercultural Dialogue where I worked with Mihirini De Zoysa - to bring together university students at a dire period of the civil war in Sri Lanka – but here I focus on Dreams & Teams.

Sanjeevani Munasinghe initiating a Session

 I worked with Sanjeevani Munasinghe – the Progamme Manager at British Council Sri Lanka who managed these youth leadership initiatives (ages 14-16) with schools around Sri Lanka – mixing languages, race, religions and cultures (as some schools were separate).  

We also had an ally at the Ministry of Education who enabled us to run these programmes without scrutiny from a paranoid Sri Lankan government who was in the middle of the civil war with Tamil Separatists – Liberation Tigers of Thamil Ealam (LTTE), where words like ‘peace’ and ‘human rights’ were akin to being traitorous.    

Any programme funded by foreign agencies was considered interference with the country and the conflict, therefore we did our work - between 2004 and 2009 - under the radar.

The programme had two components:

1) Leadership Training for Teachers (Train the Trainer);

Teacher Training in Sri Lanka

 We trained English speaking teachers initially - as the British Council’s mandate was to facilitate all their programmes in the English language as a part of their mission.

The train-the-trainer programme’s aim was to help these teachers to move away from the ‘chalk and talk’ teacher-centered method to be more relationship oriented by being learner-centered. 

Teacher Training in Sri Lanka

 The fundamental foundation was based on the use of power as a leader – and the importance of moving from the ‘positional power’ of the teacher towards ‘personal power’ based on a moral compass and values to complement skills, expertise and competence – where a two-way relationship is created between the teacher and the learner – based on mutual respect.  I call this ‘power of balance’.

This walking the talk leads the young leaders by example on how to balance with the ‘power of balance’ and to realize that it is situational.    

An effective leader has to be self aware, open, flexible and fearless to be uncomfortable even - to do the right thing for the right reasons – to deal with dilemmas - to choose the best course and make decisions.        

Therefore, the well-designed and effective learning progamme of the Youth Sports Trust of UK was enhanced by adding emotional intelligence and mindfulness practices for more self-awareness - to be more culturally appropriate - to hold that ‘power of balance’ - so the teachers became more innovative and impactful trainers.   

To validate all this, I introduced neuroscience-based concepts into how the brain functioned with emotional intelligence into these sessions – which validated ancient mindfulness practices.         

As the programme spread around the country to rural areas where there was less English comprehension, I had to facilitate using both Sinhala and English languages.   In predominantly Tamil speaking areas – I worked with teachers who were bilingual to interpret and help me facilitate - so everyone learned effectively.

I trained a cohort of over 100 teachers over the years – with a few core members who later helped me to train other teachers as the programme expanded.   

2)      Youth Leadership Training

Inauguration of Leader Training

 The 3-day youth leadership training of 20 students was facilitated by 4 selected teachers - where my role was as an observer to guide and provide feedback to the teachers when required – as they moved away from being teacher-centered to learner-centered to empower the youth. 

The first few programmes were run in single schools, but Sanjeevani and I decided that it would be a good opportunity to mix schools given the polarization of communities at a time of a civil war.   

Further, we wanted to address the other separations between female and males; urban-rural; social classes; between secular, Sinhala, Tamil or Muslim schools.  To bring these diverse students together, we chose 20 youth from two or three different schools.

The programme was a combination of theory on leadership, teamwork, communications, project management reinforced through experiential learning activities. 

I added the emotional intelligence and the mindfulness components as appropriate to help the young leaders become grounded and confident with self awareness.   

Sports Event Welioya Sri Lanka

The practical assignment for the young leaders to action out their learning was to organize a 4-5 hour sports event after 7-10 days - for up-to one hundred 8-10 year old students from a junior school.  

This assignment required the cohort to get together as a leadership/management team with an organizational structure covering various aspects of organizing such an event with many moving parts within the time frame.

They had to set a date, book a sports ground, design and organize novel sports activities and events for the one hundred children safely - manage a budget, logistics of the grounds including food, seating for parents and guests, prize giving etc..

On day 3 of the training - the young leaders were requested to design an organizational structure with check lists of things to do and then decide on who will play the role of Leader/CEO and managers of various operational units and the teams.   

Even if the teachers had their own ideas of who should be the leader and the management structure – they could not interfere with the young leaders in their plans and decisions.  

Once the leader and the teams were self-selected, the young leaders presented us - their trainers - with the team, the organizational structure and a skeletal plan to be expanded over the next few days to organize the event.  

Sports Event in Colombo

 On the day of the event, with music blaring through the speakers with sporadic announcements - the anticipation and excitement is palpable.  As the children and some parents arrive, the games are held, food is served, speeches are made and prizes are distributed – after the clean-up, we facilitate a review.   

I am amazed at the rich learning these young leaders – who are usually stifled in an academically focused STEM education process – express themselves with innovation, leadership, teamwork and organizational skills to creatively conclude with a successful event – where so many things could have gone wrong.

In the feedback – I heard things like this;

“We do not get a chance to get to know boys – let alone someone from outside our family or the Tamil community – even though these boys are Sinhala, Muslim or Burgher – we are all the same.  We had a challenge and we used the new skills we learned and what we already knew and came together as a team to achieve the end goal – to give these children a day to remember and do it in a way it was great fun – but also kept them safe”.   A female leader from a Tamil girl’s school.    

“We sometimes disagreed - had difference of opinions, had different ideas or different ways to do something – but we learned to compromise by looking at what needed to be done rather than be stubborn about an idea – no matter how much I was attached to it” – A young leader.    

In well over 50 such programmes where I have trained teachers and overseen the young leader training (2002-2010) - in Sri Lanka, Bangladesh, Kenya, Malawi and Namibia – there was complete success in the way the young leaders organized the sports meet and the deep learning they had from the entire programme. 

This was a very effective and efficient way to develop young leaders – who in most cases continued to play a leadership role within their schools – often taking over the organizing of sports meets, prize-givings and other school events – relieving the teachers and administrators of those duties.  These young leaders also started various volunteer projects in their communities – overall became model citizens of the community.

I share the following story from my experience in Malawi with this programme.

The article below was published in 2008 in the 'The Intelligent Optimist (Ode)' magazine from the Netherlands and USA.

------------

Dare to Dream - The Malawi Story

As I sit here in the makeshift Dreams & Teams secretariat at the Chipasula Secondary School in Lillongwe, Malawi, there are nineteen enthusiastic Young Leaders setting up for their maiden sports and arts festival for sixty young children from two local primary schools.

It’s a cloudy, cool day and the Young Leaders are swinging to the music blaring out of the PA system as they help erect the tent, move chairs, set up cones and demarcate areas for the games - the positive energy and the vibes are palpable.

These Young Leaders, ranging from ages 12-17 have gone through a three-day session where they learned about leadership, teamwork, communication skills, values and their assignment at the end of the training is to organize and manage this festival for younger children.  They pass with flying colours if at the end of the festival, the children leave happy and smiling.

Their trainers are six teachers who have been taught to be facilitators of this programme.  I conducted the training as an International Trainer for Dreams & Teams to take the teachers out of their comfort zone from their normal ‘chalk and talk’ process to a more interactive and experiential learning method as facilitators.    

The most difficult part is managing the shift in the power relationship from ‘adult-child’ to ‘adult-adult’.  The process begins with respecting the Young Leaders as significant individuals, expecting them to rise to the occasion required of responsible learners and leaders.  

The programme is sponsored by the British Council and designed by the Youth Sports Trust of United Kingdom and happens in over forty countries around the world.      

I went through a five-day facilitations skills training programme at British Council in Oxford followed up by a supervised practical session in Sri Lanka in 2003 to gain the skills to run the programme.  The focus then was leadership through sports.  

The Dreams & Teams programme was re-designed in 2006 post 9/11 to include culture and arts and I went through a re-orientation in India with a Youth Sports Trust trainer.    

I have run over 20 training programmes in Sri Lanka, Bangladesh and now in Africa and every one of them has been a learning experience for me.  

I have also adapted this model of training for cricket in Sri Lanka and Bangladesh.  For instance, I have worked with both country under 19 and 17 national pools where they organize a cricket festival at the end of the leadership training programmes.

The Dreams & Teams Charter

The aims of Dreams & Teams is to develop Young Leaders and global citizens through sport and cross-cultural awareness.   

Through the programme these young leaders get an opportunity to be constantly challenged in their assumptions, beliefs and behaviour relating to sport and arts leadership and cross-cultural awareness.  

It will also help them to think about other cultures and different ways of doing things and, particularly, how to become open to people who are not the same.

Dreams &Teams has a distinct feature because of its international linking and cross-cultural dimension.  Sport and the arts provide a platform for these young leaders in different countries to explore together issues relating to fair play, equity, mutuality, cultural diversity, inclusion, religion, ethics, global communication and many others.   

By establishing international links, these young people will join other Young Leaders in each participating country and form a global team, working towards periodic celebration events, perhaps a global sport and arts festival to be held every year.

Taking from my own experiences as an entrepreneur, trainer, researcher and community leader, I add value to the training of teachers by dwelling deeper into topics such as emotional intelligence, self awareness through mindfulness, self esteem, values and behavior.    

Esteem, beginning with self leading to the collective social esteem is especially an issue in the developing world for many reasons. 

Poverty, lack of access to opportunities and information as well as issues related to justice and human rights in emerging nations make this extra dimension important for us in Asia and Africa.  High self and social esteem makes for strong and confident individuals and societies.  

The only way to ensure stewardship in this area is through the positive use of power as leaders in the way we speak and act.  We have to create a new leadership ethos for the world, if we are to change the destructive direction it is taking at the moment in social and environmental terms.  

Values, behaviors and the use of power become important considerations as the models we see in politics, business and even sports with it’s corruptions is not worthy of emulation.

Therefore, Dreams & Teams provides a wonderful platform to enter into this important dialogue and to provoke thought in changing towards a more compassionate way of leading for the next generation. 

A Happy Ending

As the festival is ending, the music is blaring, children and adults from all over the Chipasula community are dancing, laughing and enjoying.  The festival has touched not only the young children who participated, but even younger children and adults from the community around the school.  

The Young Leaders did extremely well to organize the event in such a short time - to work as a team, with good leadership, design and manage the games and activities, decorate the grounds, manage the funds, entertain the crowd  –  there was music, mini dramas, folk tales in the African tradition – and to experience taking responsibility for themselves and their actions.  

“I have learned so much in the last few days about myself, my friends and about leadership – I feel proud that we got together and did an event like this”, said, Mervis Liwonde, one the older Young Leaders.

The six teachers were thrilled with their achievement in getting out of their comfort zones to empower the Young Leaders to take responsibility.   

George Makande, the Local Tutor from the host school, Chipasula said “I think I have changed as a teacher through this programme.  I learned something interesting about self-esteem and how my way of speaking to students effect their esteem.   So, I will be much more aware about the way I speak to my students”. 

For me - I enjoyed the wonderful energy in the “heart of Africa”.   More I work with these kinds of programmes around the world, more reassured I am that there is hope for the world.   

Dreams & Teams is one of the most important gifts the British Council and the Youth Sports Trust of UK has given the world and its new generation, so we can indeed realize the dream someday of a more loving, compassionate and a contented world.      

 ‘Dreams+Teams allows all nations, as one spirit, to grow as one. It allows the smallest voice to travel the furthest distance’

               Dreams & Teams Course Books – Youth Sports Trust, UK

----------------------------------------------------------------------------

A reflection on my experience with the British Council is on this link:

https://www.britishcouncil.lk/about/70-years-sri-lanka/stories/lalith-ananda-gunaratne

 

 

Sir Arthur's Odyssey Around the Orbit: A Friendship with an Exceptional Carbon BiPed

SUNTEC Solar Powered Sinclair C5

Sir Arthur C. Clarke, visionary, science fiction writer, inventor and a good human being passed away on 19^th March 2008 in Colombo, Sri Lanka, his adopted home.   In many ways, Arthur was responsible for us to stay in Sri Lanka to establish a solar power business in the late 1980s.  

He was always there to encourage and help us even when we would get discouraged by the various obstacles that were in the way.  He was a good friend and we will miss him and so will the world of a great visionary.

Arthur's Barnes Place home 

1977

It was the summer of 1977 - my cousin Viren Perera and I were on a holiday in Sri Lanka from Canada.  We had stumbled into the table tennis room of the Otters Sports Club in Colombo and saw this European playing a hard game of TT banishing his young opponents away.  As we stood there, he challenged us for a game and sent us away in no time too.   

After the game when we asked him whether he was on holiday here, he said - “Oh no, I live here, write a few books and do a bit of diving” only to realize he was Arthur C Clarke, the legendary science fiction writer made famous recently by the Stanley Kubrick movie - “2001, A Space Odyssey”.

At the SUNTEC solar plant

We struck up a great friendship with him over the years and he supported and inspired us as we established the pioneering solar energy venture in the late 1980s.   His endorsement opened many doors for us.

He was a humble human being, almost childlike and witty, always with a new joke up his sleeve every time we met.   His simplicity was in contrast to the contribution he made to our world.   

London premier of 2010 Space Odyssey - 1982

Imagine living without TV or mobile phones.  In 1948, his concept of the geo-synchronous satellite orbiting earth has enabled every corner of our planet to be connected.   Fittingly, this path is called the “Clarke Orbit”.  Yet he never took himself seriously. 

He was generous too.  I remember a day when we were traveling in the hill country, coming across a family with children walking up a mountain road.  He got the driver to ask them where they were going, got us all out of the car and had them taken to their destination.  We all walked up the hill until the car came back for us.   He has donated his time, expertise and money to many good causes in Sri Lanka from education, science, arts and sports.

Sri Lanka was blessed to have this man from Somerset, England adopt this country.  It was fitting for the government to give him a party for his 90^th birthday on 16^th December 2006.  Hosted by the President of Sri Lanka, Mahinda Rajapakse - he paid tribute to Sir Arthur for his contribution to the world.  A special mention was made of the space elevator set in Sri Lanka’s own wonder, Sri Pada (Adams Peak) mountain in the book “Fountains of Paradise” - possibly becoming a reality with modern carbon fiber materials.

For Sri Lanka, he was always a voice of reason, whether it was the conflict we were facing and the related social issues such as human rights, media freedom, the environmental issues or the economy - he was never afraid to speak up.

The party was graced by many of his friends - most notable being Dr. Alexey Leonov, former Russian astronaut and the first human to walk in space in 1965.  There were others who represented NASA in the US, Pakistani and India’s space agencies.

Sadly, Sir Arthur was inflicted by a polio syndrome and became very frail at the end.  Yet his mind was very active and his wry humour never left him.   

In his 90th birthday speech he said;

“Of course, some things remind me that I have indeed qualified as a senior citizen. As Bob Hope once said: You know you're getting old, when the candles cost more than the cake!"

Sir Arthur ended his talk by making three wishes;

He said,

“As I complete 90 orbits, I have no regrets and no more personal ambitions. But if I may be allowed just three wishes, they would be these.”

Firstly, I would like to see some evidence of extra-terrestrial life. I have always believed that we are not alone in the universe. But we are still waiting for ETs to call us – or give us some kind of a sign. We have no way of guessing when this might happen – I hope sooner rather than later!

Secondly, I would like to see us kick our current addiction to oil, and adopt clean energy sources. For over a decade, I've been monitoring various new energy experiments, but they have yet to produce commercial scale results. Climate change has now added a new sense of urgency. Our civilization depends on energy, but we can't allow oil and coal to slowly bake our planet.

The third wish is one closer to home. I’ve been living in Sri Lanka for 50 years – and half that time, I’ve been a sad witness to the bitter conflict that divides my adopted country.

I dearly wish to see lasting peace established in Sri Lanka as soon as possible. But I’m aware that peace cannot just be wished - it requires a great deal of hard work, courage and persistence.”

Of course, Arthur had the courage to dare dream and write about things that were inconceivable then, which have come true.  So we all hope that his three wishes will be granted. 

In Arthur’s true spirit, in his last days he was able to finish his final book “The Last Theorem”.   This will indeed be his last theorem, but he has left us with the hope that technology and science will bring humanity together to live in peace and harmony.