There are several pros and cons of making diversity, equity, and inclusion (DEI) experiences mandatory in the workplace. In the pros category, they provide essential information about DEI principles, helping individuals become better informed and more capable of practicing inclusion and allyship. Second, mandatory DEI experiences promote compliance with workplace protocols, making it easier to address and rectify issues when employees cross lines. Finally, they set the foundation for a more diverse workforce and clientele, preparing employees to interact effectively with diverse groups. That said, there are some drawbacks to making DEI experiences mandatory. Some individuals may feel forced to adopt certain viewpoints or behaviors, which can lead to discomfort or resistance. Additionally, not all DEI practitioners are the same, and some employees may not resonate with the chosen practitioner’s style. Not everyone prefers in-person DEI experiences, so offering alternative methods of engagement, such as reading or watching videos, can be more inclusive. In sum, there is no one-size-fits-all approach to DEI training. While mandatory experiences can be beneficial, providing multiple avenues for presenting DEI information is important to ensure that individuals engage with the content and make efforts to be more inclusive and respectful in the workplace and beyond.