> Your whole argument is predicated on "The law is vague. Society has decided such phrases make people unwelcome, and thus companies can be penalized for it."
No, my argument is predicated on my experience and discussions with company HR and lawyers at multiple companies. It sounds like your experience differs, and that's fine. My explanation for why the words you chose aren't specifically listed in the law is because the law is intentionally vague, and not prescriptive about which words you can use. The law is stating a goal, and companies are interpreting how to achieve that goal, because they have no other choice.
> Your argument is "law is intentionally vague, and society believes X". I agree on the former, and not the latter.
I feel like this is getting unnecessarily argumentative, and I'm guilty of escalating it. But I did not say, and didn't intend to mean that all of society agrees. However, it's sort of a fact and not a debatable point whether certain groups of people and businesses have decided that some words are sensitive. That's exactly why it's showing up in diversity programs.
> I didn't say all such things are a waste and are "for no reason".
Okay, I apologize for mis-interpreting. You have said multiple times that it is "not about the law" and you haven't offered an alternative explanation. If the reason has nothing to do with the law, then what is it, and why are companies saying it has to do with the law? What is the goal behind the proactive initiatives?
> You've also not addressed the other examples in my comment. My company, which is compliant with the law on hiring based discrimination, is not going to get sued if they decide not to hold special recruiting events for people of certain protected classes.
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. Growing awareness means that what's "reasonable" is a moving target. Also, we were talking about diversity training, and not affirmative action nor only hiring discrimination laws. Your company might get sued in the future if it doesn't take reasonable actions along the way to prevent people from feeling marginalized or ostracized, even though it believes it's in line with the law today. That has already happened at other companies, and one reason companies are trying to be proactive.