John Podesta Nagged to Complete Diversity Training

Jon Podesta - Wikimedia

Jon Podesta – Wikimedia

The book discusses how annoying and in the end counterproductive diversity training by web is. Some ironic Wikileaks emails from Georgetown University to John Podesta first informed him of a new mandatory training program (RESPECT training), then nagged him to complete it:

Dear Colleagues,

I am writing both to inform you of the launch of a new University-wide, mandatory online program for all faculty and staff: RESPECT: Preventing Discrimination, Harassment, and Sexual Misconduct, and to ask you to take that course.

Georgetown is committed to creating a respectful and inclusive culture. As members of the Georgetown community, we are all responsible for ensuring that everyone in our community has the opportunity to learn and work in an environment that is free from harassment, discrimination, and sexual misconduct. Recent events at colleges and universities across the nation remind us that we must all be knowledgeable about our legal responsibilities and vigilant in creating a respectful learning and work environment.

RESPECT is a new course designed to help you avoid, recognize, and report discrimination, harassment, and sexual misconduct. The course provides you with information about University resources, policies, and procedures to address and resolve such matters. It is in the interest of each one of us and in the interest of our community as a whole to take this course and understand our obligations. The course is flexible and can be completed in as little as 30 minutes. You may take it from your desktop or laptop, either at work or at home… Completion of the course is required by the University. All faculty must complete the RESPECT program by March 20, 2015 — to ensure compliance.

Once you have completed the Mastery Test, which reinforces what you have learned, you should be able to get immediate confirmation that you have successfully completed the course: 1. Upon successful completion of the mastery test, you will be presented with a printable certificate indicating that you have completed the course. This is your primary confirmation that you have completed training…. Thank you for taking this course and for your help in ensuring that the University is a supportive and inclusive community.

URGENT: Please Complete your Mandatory RESPECT Training

Dear Colleague,

According to our records, you have not yet completed the mandatory “Respect” online course. The deadline by which all current faculty and staff were asked to complete the course has passed, so we request that you please complete the course as soon as possible. If you are a newly hired Staff and/or Academic Administrative Professional (AAP), you have 30 days from the date of your hire to complete training. Additionally, for newly hired employees, completion of the “Respect’ course is also a requirement to pass your probationary period at Georgetown.

You can launch the course by going to If you have not yet started your training, you can take the course on a tablet such as an iPad, in addition to your desktop or laptop.

Thank you for your efforts in ensuring that we have a work and educational environment that is free from discrimination and harassment.

*If you have completed your training within the last 24 hours, you may disregard this message.

If you have any questions about the course content, please contact the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA):
phone: 202-687-4798




Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.


For more reading goodness:

Death by HR: EEOC Incompetence and the Coming Idiocracy
The Justice is Too Damn High! – Gawker, the High Cost of Litigation, and the Weapon Shops of Isher
FDA Wants More Lung Cancer

One comment

  1. Various forms of diversity training sprang up in the late 60’s at about the time industry realized the Feds really meant it about affirmative action (same for pre-employment testing, an industry that basically quadrupled in size as various charlatans sold “protection” from being inundated with unqualified, untrainable people). As an employer, if you rejected diversity training you were cutting out an income stream into the “adversely affected” group, as such courses were heavily staffed with people from those groups. So, employers who could afford it, signed up — there was, of course, no objective reason to believe the course providers knew what they were talking about, whether the phenomena they were trying to address were real/significant and whether any lasting change could be brought about in workplace, work related behaviors.

    Podesta made the right call to avoid …

    Another favorite topic at the time (and well into the 70’s) were the “hard core unemployed”. We hired a number of them and found out through experience there is no such thing. Virtually every one of them had had LOTS of jobs. The problem was keeping them in any job, due to actions by themselves and others (e.g., law enforcement). We even went so far as to go to court for people and ask for their release on the basis that they had a job with a major corporation. The key information we were lacking was the court date because they would often be gone just before. Grateful for being out with bail (or, nominal bail), but gone all the same.


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