Diversity and inclusion education can serve as ‘business insurance’
Organizations, large and small, increasingly understand that diversity and inclusion education are good in and of themselves, but they also are good legal protection about perceptions of differences in gender, race, age, sexual orientation and many other cultural considerations.
Recent sexual harassment accusations that started in Hollywood, spread like wildfire through numerous other organizations across the country, even reaching politicians at the highest levels. The U.S. Congress, confronted with its own troubling history of sexual harassment, voted Nov. 29, 2017, on legislation requiring all of its 535 members and their staff to undergo mandatory anti-sexual harassment training.
Critics suggest that Congress’ vote came a little too late given that in June 1999 the U.S. Supreme Court Supreme Court decided that “preventive training can be part of a legal defense against punitive damages in diversity cases such as discrimination and harassment.”
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