Sure the “anti-DEI” lobby (if I may call it that) has made some headlines. (see the latest retractions by Ford, Lowes, Harley Davidson, John Deere).
However, Diversity, Equity and Inclusion will survive because it is connected to traditional corporate table stakes: compliance, brand reputation, limiting legal liability, and talent recruitment and retention.
Reason #1: Compliance & Fines
Depending on your location, your company is subject to legal requirements mandating anti-sexual harassment training. (There are no exemptions for anti-DEI “conscientious objectors”!)
Canada: most businesses are provincially regulated. (Although eg. planes, trains and telecom are federally regulated.) In either case, human rights laws provide the right to be free from harassment and discrimination, and training can reduce of the risk incidents and limit liability. In Ontario, sexual harassment training is mandatory.
US State laws: Anti-sexual harassment training is compulsory in many of the largest states in North America: California, New York, Illinois, Ontario and more. Even if training per se isn’t mandatory in your state, nearly all state laws prohibit sexual harassment, and training can reduce liability.
US Local laws: Some local governments (NYC, Chicago) also mandate anti-sexual harassment training.
US Federal law: Employees in every state have the right to be free from sexual harassment under (Federal) Title VII of the Civil Rights Act of 1964. Employers avoid or limit corporate liability by taking steps to prevent harassment – such as by providing anti-sexual harassment training to employees.
The Equal Employment Opportunity Commission (EEOC) regulations state that training is effective in preventing sexual harassment and in limiting corporate liability.
Reason #2: Liability & Litigation
Employers may be liable at law if they ignore signs and complaints of harassment, or do not take preventative steps (such as having training and policies in place).
Keep in mind:
- investigations, mediations, and litigation are extremely costly. Think of hiring lawyers, paying damages awarded by a court
- as set out above, federal, state and local laws prohibit harassment and discrimination (on the basis of race, sex, sexual orientation, gender identity) and can form the basis of a legal claim
- training can limit corporate liability for civil litigation and civil rights claims
Reason #3: Retaining Talent & Mitigating Reputation Risk
Employees deserve a safe and inclusive work environment. Discrimination and harassment can lead to high turnover and health-related absences. Providing high-quality DEI training demonstrates your commitment to employee well-being.
Obviously, harassment in your workplaces tarnishes your brand. Employees, shareholders, investors, and customers – regardless of their political views – will be upset about litigation, compliance exposure, and risk to brand reputation.
The Ryley Learning Advantage
Ryley Learning offers animated, ready-to-launch eLearning courses that deliver real impact. Our Unconscious Bias Training is pre-built and ready to implement—designed for quick rollout, scalability, and immediate value across teams. It’s a practical solution aligned with today’s compliance and culture-building goals. Backed by legal and HR expertise, our scenario-based courses are designed to reflect real workplace situations, like biased AI tools or subtle microaggressions, making the learning practical, memorable, and immediately applicable.
Unlike in-person or DIY solutions, our eLearning saves time and costs while offering consistent, measurable results across your organization. Companies that use our courses report stronger engagement, clearer leadership messaging, and reduced risk exposure.
Call us for help
Have you been sexual harassed in the workplaces? Facing an investigation? An employer looking for policies, training or litigation support? Learn More About Our Training OR Contact Us Today.
