That's the thing - you can have it as a lived value, or you can have HR run programs. Very few places have/had both. Given the choice, I'd pick door #1.
(Saying this as a strong advocate for diversity and inclusion, lest there's confusion)
(Saying this as a strong advocate for diversity and inclusion, lest there's confusion)
That said, some management people say it's important for a large company to write down the values that they actually practice. I can see several reasons why it's good, but I haven't ever seen anybody go and do it, so IDK.
DEI isn't mandatory, so an org heavily invested in DEI training probably had serious issues in the first place (whether they end up on the other side at the end of the trainings being another question)
That's different from putting it as a core value though. Most companies have some kind of "make more money with less resources" stated value, and I don't think we see it as an issue ?