Diversity, equity and inclusion (DEI) topped the agenda as hundreds of global companies flocked to West Palm Beach, Florida in February.

It was a thrill and real vote of confidence for Ryley Learning to win a silver medal for our eLearning course “Anti-Racism for Workplaces,” among major players at this top industry conference.

Influencers at this annual Human Capital Management (HCM) event included: Accenture, Whole Foods, McKinsey, Coca-Cola, Wells Fargo, Cisco, Marsh McLennan, and many more.

The irony was not lost on attendees that we were in Florida, where Governor Ron DeSantis is on a political crusade to curtail – or ban altogether – workplace and education DEI initiatives.  (A platform he intends to focus on in his campaign for president.)

And yet, for most companies and organizations in 2023, DEI is a thriving corporate imperative.

The train has left the station, as they say. Anti-“Corporate Wokeness” (anti-diversity statements, anti-unconscious bias training) is completely at odds with the mandates of most North American companies.

It’s clear to me – and to leaders across a broad range of companies operating around the world: DEI strategies that include training are imperative for three key reasons.

Reason #1: Employee Wellbeing

Discrimination and harassment can lead to high turnover, health-related absences, and stress for your people teams.

Training sends a clear message “from the top” that employees are supported, and that discrimination will not be tolerated.

The risk of incidents is reduced when everyone understands what conduct is “off-side” and hurtful.

Take preventative action and show you care!

Reason #2: Risks to Business & Brand Reputation 

Corporations are under pressure from employees, shareholders, investors, and customers to limit litigation and compliance exposure, and risk to brand reputation.

Your stakeholders expect leadership in the area of DEI, as well as under another similar framework: ESG (Environmental, Social and Governance).

DEI strategies are designed to attract and retain top talent, promote inclusivity and belonging, and combat illegal discrimination.

A failure to make these efforts – or worse, incidents of discrimination – can be a “brand killer” that erodes stakeholders’ trust.

Reason #3: Liability & Litigation

Employers may be liable at law if they ignore signs and complaints of harassment, or do not make best efforts to prevent harassment. Keep in mind:

  • Harassment and discrimination (on the basis of race, sex, sexual orientation, gender identity, etc.) are prohibited under the federal Civil Rights Act of 1964, and under many state laws

  • In the face of any allegations, training can limit corporate liability for civil litigation and  civil rights claims

Wherever you may be located (US, Canada, UK, global) : call us for more on our award winning DEI eLearning.

President Bay Ryley, receiving the award in West Palm Beach

President Bay Ryley, receiving the award in West Palm Beach

Employees expect quality training that reflects how serious you are about DEI.   Animated interactive storytelling that highlights peoples’ lived experiences? Yes please!

Customers tell us our courses are:

  • “totally relatable”
  • “hugely impactful”
  • “love it! everyone gave it 4-5 stars