Hans Bader points out that diversity training, adopted by many employers for ideological reasons or for protection against lawsuits, actually encourages legal action and creates serious vulnerability for employers. A further point: Anyone can call him- or herself a diversity trainer. There appear to be no standards; employers don’t even require that such trainers have law degrees or PhDs in psychology, two qualifications that might seem essential to what they claim to be trying to do. Even if diversity training could be done well—a proposition I’m unsure about—it’s therefore no surprise that it’s often done poorly and counterproductively.
