This is on point. I'm Anthony Brooks. More and more companies and organizations these

days are requiring their employees to participate in diversity, equity and inclusion training.

Since the 2020 police killing of George Floyd and the racial reckoning that followed,

DEI training has grown into a global business worth as much as $9 billion. Here's Sharon

Smith, Akinsanya, CEO of Ray McKenzie Group, a diversity, equity and inclusion consulting firm.

We've got a long way to go for inclusion. We've got to make some serious changes. We have

to acknowledge that it happened and we have to make, have the will to just decide that

we're going to do better, that we're going to decide that we want an inclusive America

and that we want an inclusive society that is fair.

And in fact, this kind of training is hardly new. It dates back to the early 1960s with

the passage of the Civil Rights Act. Title 7 of the landmark law made it illegal for

most employers to discriminate on the basis of race, color, religion, sex or national

origin. President Lyndon B. Johnson signed the Act into law in 1964.

The Civil Rights Act is a challenge to all of us. To go to work in our communities and

our states, in our homes and in our hearts, to eliminate the last vestiges of injustice.

Back then, as companies worried about discrimination lawsuits, they began to train their workers

in an effort to combat racism and make workplaces more inclusive and open to historically

marginalized group. That effort is continued for decades, but challenges around racial inequities

in the workplace persist. For example, just back in 2018, two African-American men were arrested

at a Starbucks in Philadelphia.

This video captured by a witness's cell phone shows police talking and later handcuffing

the men while they were waiting for a friend. The men wanted to use the restroom, but the

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