In April, at a Sephora store in Calabasas, California, a store associate allegedly called security to make sure a customer wasn’t stealing.
That customer was African American singer-songwriter Sza, who tweeted about the incident and accused Sephora of racial profiling. Sephora representatives responded saying that they were looking into it. And then they shut down stores for bias and diversity training—although the company says the training had been planned in advance and was not related to the viral tweet.
If this series of events sounds vaguely familiar, it might be because something similar happened at Starbuckslast year when a manager called the police on two black men who were waiting without ordering. In response, Starbucks shut down for a company-wide bias training.
These responses to bias incidents may get a lot of press coverage, but there are more effective ways to go about diversity and inclusion training. These trainings should not just happen once, nor should they happen only once something goes wrong. Instead of reacting to an incident of bias or discrimination, companies should take a more preventative approach.
To keep reading, click here: How to Do Diversity and Inclusion Training Right