How Can We Humanise the World We are Living In?

One of the most astounding things about ancient civilizations is the unity of their way of life. In the Art Institute of Chicago, for example, there is a beautiful stele from the Mayan ruins of Calakmul in Mexico. This stele presents a ruler in his task as a high priest, dressed in ceremonial garbs, holding ritual objects and clearly executing an important ritual. The ritual in question, we believe, is related to the closing of a ten-year cycle in the Mayan calendar, which was measured to such preciseness, that today we can determine the exact date of the ritual. This stele, therefore, is artistic in its presentation, religious in its significance, political in its authority and scientific in its measurements.

Tall, trim and relaxed in any environment, Yaron Barzilay smiles easily, but weighs his words very carefully. Understated and well-read, he punctuates his conversations unexpectedly, with an incisive colloquial humor that betrays his acute sense of the current socio-economic and political climate, and his capacious grasp of India’s history and mythology.

Professionally, Yaron Barzilay is the Managing Director of IDEX India – a leading diamond trading platform for professional diamond traders worldwide.

Most people working in organizations are familiar with the Human Resources Department. It is the single point of contact for an employee – through the processes of Recruitment, On-boarding, Training, Integration, Appraisals, Growth, and even the Exit Interview. Since the HR Dept comprises a team of people that interacts with employees, it would seem appropriate to expect that they would demonstrate a natural sensitivity towards each individual in the organization. But is this really the case? It is ironic that HR, instead, is seen as the ‘baddy’ in the organization, creating bottlenecks, and being insensitive towards fellow employees and their issues. Why does this happen? Are the HR folk not ‘human’? Are they not employees as well? Why does this split personality seem to characterize HR Departments?

We tend to use the term ‘grappling’, at times, to describe a certain struggle to fight, control, or deal with conflicts and challenges in life. Interestingly, this is a technical word originally used in the martial art form of wrestling, which involves grappling holds, throws, takedowns, joint locks and pins.

Few amongst us can deny a ubiquitous yearning for change – socially, politically, ecologically, spiritually and a myriad other dimensions. Unfortunately, this longing seldom manifests beyond vehemently voicing the already well-recognised need for change or deluging the social media space with our postulates of it. Real change, nevertheless, continues to elude us. Intimidated by the apparently enormous effort essential to effect change, we succumb to our instinctive resistance to change resigning to an endless array of excuses – resorting to blaming destiny, external circumstances, or political situations, among others.

Philosophers and social scientists agree that human action can only be fully understood by relating it to the context in which it takes place. Nothing can be understood in isolation from its context, and nothing even exists without a context. It is always the context that gives meaning to what we think and do, and explains why we do what we do.

There is a relative uncertainty as to when our earliest human ancestors evolved on earth. But it is certain that by that time, a myriad variety of plants and trees had already been thriving on the planet. The very structure of a tree, with its trunk segmenting into branches, twigs and leaves, is a physical manifestation of the philosophical concept characterizing the relationship between the universe and the One; multiplicity from Unity. The tree’s concealed roots further extend the metaphor, of unity springing from a hidden origin or source. Even those of us who do not share this perception cannot help but experience a sense of awe, perhaps even an intuitive reverence, in the presence of a forest of these majestic giants clothed in their silent, steadfast, resilient beauty. Older than man himself, trees have been integral to myths and folklore in almost all cultures as symbols of solace, strength, abundance, and immortality.

Unity of all mankind may seem at first a lofty and utopian concept, but the actualization of this intention is perhaps the realization of one principle: recognition and respect for the diversity of the human race. We must understand each other, honour each other’s cultural identity, and value each other’s way of life.

The topic of freedom of speech has been much in the news in recent years. On one hand, there are those who view the freedom of speech as an inalienable sacred right (especially when it comes to their own speech…) that should not be infringed upon by other people, institutions, governments or corporations, regardless of the consequences or content of what one says. On the other end of the spectrum are those who want to “cancel”

New Acropolis is an international organisation that promotes an ideal of timeless values. Its aim is to contribute to the development of individuals and societies through its work in the fields of philosophy, culture and volunteering. New Acropolis is present in over 50 countries across the five continents and has more than 400 centres worldwide.

Its action in the world is based on three founding ideals:

The ideal of universal fraternity, promoting respect for human dignity, beyond any differences of gender, culture, religion or social background.

The ideal of knowledge, encouraging the love of wisdom through the comparative study of philosophies, religions, sciences and arts.

The ideal of development, enabling each human being to realize their best qualities and values, as a solid basis for a better world.

The president of New Acropolis, Carlos Adelantado, explains how these shared ideals can be achieved.

Demonstrating the spirit of volunteering, members of New Acropolis Cultural Organization collectively contributed time, effort, and funds, persevering over several years, to find suitable rural land, despite budget constraints, and challenges resulting from the pandemic, to serve as a country home of our work as a School of Philosophy. Finally acquired on 12th August 2021, the land was christened Manav Bustan.

Today organizations are under more pressure to perform than they have perhaps ever been before. There are pressures from all stakeholders who incessantly demand increasing profitability every year, while at the same time they grapple with challenges of limited resources, ever changing laws and regulations, open market competition, and most importantly, factors of human resources. And yet, the amendment to the Companies Act in India in 2013 requires certain businesses to spend 2% of their average three year profits on social causes.

To share forward what we have received, humbly, to the best of our ability, as an example of someone who can grow, being less influenced by external expectations and more driven by an inner aspiration to know who we really are and what our purpose is, in life. Knowing that in this vast fabric of time and space, what I choose to do today, can have an impact on future generations – and is therefore, a great responsibility that I bear, to choose correctly for the beehive that sustains all of us.

Racism can be expressed and experienced on different levels. Not knowing how to value another race or another religion is part of an ethical conception of racism. This is a relatively recent phenomenon. It appears in the Renaissance and especially develops in the 18th and 19th centuries.

It is said that the founder of Buddhism in Japan, the monk Mahakashyapa, received his illumination directly from Shakyamuni (Gautama Buddha), during what is known as the Silent Sermon or the Flower Sermon. Buddha held up a white flower to a crowd of assembled monks.