There are no legal requirements to make racist people attend "diversity training", that's not even defined in law.

Companies that have problematic employees solve that with management intervention or firings. Click-through or HR driven powerpoint fests have nothing to do with it.

But this attitude is telling. The vast majority of people are not racist. Actually in my own experience I never encountered someone being racist against blacks or other minorities in the workplace: only white people (e.g. by refusing to hire them into positions). Why is a company wasting time on mandatory training for everyone to rectify nearly non-existent problems?

I used to work at Google and back then it wasn't so big into this idpol stuff. Based on what I've read but also heard from the dwindling number of friends who haven't left yet (now down to only two), I would never return. I agree I'd feel unsafe in that environment, partly because idpol ridden workplaces tend to abuse terms like "racism" to mean anyone who isn't loudly and visibly loyal to idpol ideology ... people like Damore. And I don't think you can be loyal to an ideology and still maintain your self respect.

Punishing people I feel is bad, doing wrong and evil give me a very nice feeling. It not just me, research into that topic has shown that dopamine production get a boost like few other things when we justifiable punish someone or see someone else justifiable punish someone.

However, seeing someone being unjustifiable punished makes most of us to feel empathy and sharing their pain. It make us feel scared, activate flight and fly reflexes, anger and a lot of regions in the brain associated with strong emotions.

So for the sake of argument, the best would be if only the first case occur in the work place. If everyone share the same definition of good and bad, wrong and rights, racism, sexism, classism, and *ism. We could achieve this single mind if everyone has the same age, share the same cultural background, have the same religion, with a large dose of kinship. That way the first case can be almost guarantied with minimum risk of the second case.

Everyone is forced to go through diversity training, not just problematic people.

This depends on multiple factors, and even when it's true I don't see the issue in trying to avoid these issues before conflicts happen.

If somebody was being overtly racist, I would not feel better knowing that they've then been put through diversity training.

Why? Because I don't think it likely that diversity training would convince the racist to stop being a racist. It may teach the racist to conceal his racism, which from the corporation's perspective might well be good enough, but a crypto-racist is still a racist and would still make me feel uncomfortable.

Or to put this another way, how many sessions of diversity training would you need to put James Damore through before the women of google felt comfortable working with him?

Nobody puts anyone in diversity training to change their mind. It's a way of explaining very thoroughly how you are expected to act in the workplace, and if you choose to ignore it, there is a good foundation to let you go because you were very clearly informed of the rules.

I think that's my point. It's not about making people no longer be racists, it's about making them not overtly express their racism. Which from the perspective of the corporation is great because it reduces their liability. But from the perspective of a worker who feels unsafe because they know their coworker is a racist, knowing that coworker has been put through diversity training and now knows better than to overtly express their racism seems like little consolation.

It may even make the situation worse for the racist's [present and future] coworkers since now they have a wolf in sheep's clothing situation to contend with.

That's a completely different way to frame it. "Here is a course on how to avoid the legal pitfalls in the workplace" is something I might be able to accept.

Indoctrinating people on why they should behave in a certain way is a different matter. And again, the insult of assuming employees are in need of such training.

> "Here is a course on how to avoid the legal pitfalls in the workplace" is something I might be able to accept.

That is the yearly manager training class. Even if you were only managing an intern, you had to take it every year.

I think forcing them to attend "diversity training" would be very likely to turn them into a more hateful person. That's what force tends to do.

If your argument is that the best way to handle racists is to never challenge their views, I think we can just agree to disagree on that.

I said "forced diversity training" is not the right way to go about it.

I don't claim to have a recipe for converting racists. Maybe a good start would be not to hire them in the first place?

How would you legally filter for that in an interview?

Bad culture fit