Of course, we have less standardized workplace training like that in general - though in that case the 'we' may be less a geographical difference and more one between huge multinationals and everybody else. And I dare say there's many other types of training which are mostly pointless box checking without much net benefit, not only DEI (or were you misspelling it on purpose? ). As someone generally seeing those things from the outside (as in, out of office messages from contacts at said huge multinationals about how they're out for a full day training), my most common thought about them is 'you should probably spend a bit less time on training and a bit more on doing your actual job'.

Both for DEI and for other types of training, of course customized training tailored to the specific issues of that specific workplace would be a lot better, but so expensive/difficult to organize that I can't see too many employers bothering with it. But at least they could appoint people internally to focus on such issues and try to take them up with management when needed - ideally on a part-time basis so they're just a regular employee the rest of their time and can have better personal relationships with other employees, understanding better where they're coming from, than if they'd be fully dedicated to that role.

Of course no solution is ever going to solve every DEI-related issue, workplaces are a reflection of society, the good and the bad...