Sure, I do think companies care about diversity, and are interested in the competitive advantages. But the only mandatory meetings on diversity I've ever had were about communicating policy that is attempting to adhere to the law, even if in a proactive sense. The goal of the law is to care about diversity and is founded on a belief that a diverse society has a competitive advantage, so I don't necessarily see a hard line between complying with the law and actually caring about diversity.
> I really, really do not see any group winning a court case against a company because they did not have special hiring events for people of their group.
I don't see that either, and it's not something I claimed. We weren't talking about affirmative action, you're moving the goal post. We were talking about widespread mandatory diversity programs.
I'm confused with the question, given that you yourself gave the answer:
> The risk of running into both PR & legal trouble
You yourself stated a reason other than legal.
But even without PR, I'm surprised you're asking. Do you not believe they can be pushing these initiatives because they actually care about diversity? Or because they view it to be a competitive advantage over other companies? Or because they believe diversity will lead to better company performance? The last is one of the main stated goals in my company. I don't know if they themselves believe it, but it's clear that many, many people do.
> I tried to address this. Attitudes are changing over time. Being compliant yesterday doesn't necessarily mean you're compliant today, even if the law doesn't change wording.
I really, really do not see any group winning a court case against a company because they did not have special hiring events for people of their group. Perhaps in the future, but not any time soon. I do not for a second believe my company did this because they were concerned about the law.
If the company's normal recruitment practices is discriminatory towards a certain group, I can understand. That's not the case here. Moreover, even if it were, having such events would not protect them. You can't wipe discrimination in one part of the company by compensating in another. If your job application page has stuff that discriminates against, say, African Americans, then having special recruiting events for them will not alter the fact that you are discriminating.
> Also, we were talking about diversity training, and not affirmative action nor only hiring discrimination laws.
The thread is about discussions of diversity in the workplace, and were not limiting it to training.