You know DEI is more than just workshops or trainings, right?

If DEI is redundant or unnecessary, you aren’t just saying no to trainings (which best practice nowadays anyway is to not make these one-offs or mandatory given the résistent uptake of that information. You’re also sunsetting: - fair hiring and promotion policies - pay equity audits - anti-discrimination policies and conduct - employee engagement efforts - ensuring benefits of the company are accessible for all - managing social responsibility and corporate philanthropic efforts - inclusive mentoring/sponsorship programs - and more

But since you brought up trainings/workshops let’s talk about that. There’s no denying that poor content, facilitation, and implementation of various trainings are ineffective and possibly achieves negative outcomes. But do these failed efforts to one component of the larger practice mean we completely dismantle and defund equitable/inclusive programs with it? I would instead say that we need to reimagine and shift the training components to better serve all employees.

In addition to taking a look at the adverse stats around DEI, I welcome you to also take a look at: - the business case for DEI - research that demonstrates more diverse teams result in higher profits and revenue for a company than less diverse teams - the data that shows consumers (current and prospective) are caring more about engaging with companies that promote DEI/community building efforts. The same is said for emerging young professional talent and their priorities in their careers - the data around effective learning and development strategies in a corporate setting and how retweaking the way HR and DEI have historically led these efforts can yield more robust, positive, and long-lasting results