Origins of Diversity Training: A Historical Overview

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Did you know that diversity training in the United States has been conducted since the 1960s?

Diversity training, aimed at improving awareness, attitude, knowledge, and skills related to inclusivity and cultural diversity, has a rich history that spans several decades. Starting primarily with a focus on racial discrimination, it has evolved to address a broader spectrum of identity aspects, including gender, ethnicity, religion, and sexual orientation.

This article explores the origins and development of diversity training in the United States, highlighting key milestones and shifts in approaches over the years.

Throughout this journey, organizations, communities, military sectors, and higher education institutions have played a significant role in driving the progress of diversity education. Understanding the historical context of diversity training is essential for comprehending the current state and future direction of diversity, equity, and inclusion efforts.

Key Takeaways:

  • Diversity training in the United States dates back to the 1960s and has continuously evolved to embrace a broader range of identity aspects.
  • The initial focus of diversity training was on racial discrimination, but it later expanded to include gender, ethnicity, religion, and sexual orientation.
  • Organizations, communities, military sectors, and higher education institutions have been instrumental in promoting diversity education throughout history.
  • Understanding the history of diversity training helps provide insights into the current state and future direction of diversity, equity, and inclusion initiatives.
  • The development of diversity professionals and the integration of diversity into business strategy are key trends driving the evolution of diversity training.

Continue reading to delve into the historical milestones and transformative shifts in diversity training in the United States. Learn more about the history, growth, and diversity of Equity and Inclusion (DEI) efforts.

Diversity Training and Education in the United States

Diversity training and education have been key components of addressing societal and workplace challenges in the United States since the 1960s. Initially, the primary focus of diversity training was to combat racial discrimination and enhance awareness and sensitivity surrounding racial differences. To facilitate meaningful discussions on race relations, encounter groups were introduced, allowing individuals from different racial backgrounds to engage in open and emotionally charged conversations. Notably, the military also adopted the use of encounter groups on a large scale, highlighting their relevance in fostering understanding and empathy.

However, as time progressed, the objectives of diversity training evolved. In the late 1980s and throughout the 1990s, businesses began utilizing diversity training as a means to defend against and resolve civil rights lawsuits. Consequently, the focus shifted from solely challenging discrimination to promoting productivity and innovation within an increasingly diverse workforce. Recognizing the potential benefits of fostering an inclusive environment, organizations began highlighting the positive impact that diversity education could have on employee engagement and overall business success.

The timeline below provides a summary of the key milestones and transformations in the history of diversity training and education in the United States:

Timeline of Diversity Training
1960s Introduction of diversity training to address racial discrimination
1980s – 1990s Shift towards using diversity training as a defense against civil rights suits, with a focus on productivity and innovation

The evolution of diversity training in the United States reflects society’s recognition of the importance of embracing diversity and fostering inclusive environments. The continual development and adaptation of diversity education practices serve as a testament to the ongoing commitment towards achieving equality and addressing systemic biases.

In the next section, we will explore the significant shift in diversity training that occurred during the 1980s and 1990s, expanding the scope beyond racial issues to encompass a broader range of identity groups.

Shift in the 1980s and 1990s

The 1980s and 1990s saw a significant shift in the landscape of diversity training. As the importance of diversity and inclusion became more widely recognized, the focus of diversity training expanded beyond just racial issues. This shift marked the evolution of diversity training and the expanding scope of its reach.

In addition to addressing racial discrimination, diversity training began to embrace a broader spectrum of diversity, including gender, ethnicity, religion, and LGBTQ+ communities. This period witnessed the emergence of gender diversity education and a growing recognition of the diverse needs faced by various identity groups.

“By expanding the scope of diversity training, we were able to foster a more inclusive environment and create a space where individuals from all walks of life could be valued and respected,” says Dr. Lisa Evans, a leading expert in diversity training.

However, this expansion also raised concerns among some diversity pioneers. They worried that including a wider array of identity groups could dilute the focus on core issues like racial discrimination. There was a fear that with a more diverse training agenda, the visceral response needed to tackle deep-seated discrimination issues might be weakened.

Despite these concerns, the shift in the 1980s and 1990s laid the foundation for a more comprehensive approach to diversity training. It highlighted the importance of embracing all aspects of diversity and acknowledging the unique challenges faced by different identity groups.

The evolution of diversity training during this period set the stage for further advancements and innovations in the field, leading to a more inclusive and equitable society.

Key Developments in the Shift of Diversity Training

1980s 1990s
  • Expansion of diversity training beyond racial issues
  • Emergence of gender diversity education
  • Inclusion of a broader spectrum of diversity
  • Acknowledgment of the diverse needs of different identity groups

The Rise of Multiculturalism

Despite concerns, the concept of multiculturalism gained traction in diversity training. The goal was to include the full range of identity groups in education and consider each person’s cultural identity. This approach became more prevalent as workplaces became increasingly globalized, with employees coming from diverse backgrounds and facing different challenges.

However, including other identity groups poses challenges in terms of maintaining focus on unresolved racial discrimination while effectively covering the many different identity groups. Multiculturalism has become the most widely used approach in diversity education, but it requires diversity professionals to navigate the complexity of addressing various identity groups’ needs.

One of the significant challenges in multiculturalism is striking the right balance between the inclusion of identity groups and addressing deeply rooted racial discrimination. To ensure an effective approach, diversity professionals must carefully design and implement diversity training programs that address the challenges faced by all identity groups while acknowledging the historical context and ongoing struggles of racial discrimination.

Multiculturalism acknowledges the importance of cultural diversity and aims to create an inclusive and equitable environment where individuals can express their unique identities without facing discrimination or bias. It recognizes that diversity encompasses more than just race and includes aspects such as gender, ethnicity, religion, and sexual orientation.

Embedding multiculturalism in diversity training requires a comprehensive understanding of the diverse needs of various identity groups. By promoting inclusivity and addressing the challenges faced by different identities, multiculturalism helps foster positive relationships and create a supportive and inclusive workplace culture.

Challenges of Diversity Education Solutions
Addressing the needs of multiple identity groups Developing tailored diversity training programs that are inclusive and consider the unique challenges faced by each identity group
Maintaining focus on unresolved racial discrimination Incorporating racial equity discussions and strategies into diversity training, ensuring that racial discrimination continues to be a central focus
Sustaining engagement and participation in diversity programs Creating interactive and engaging training sessions, incorporating real-life examples and case studies to promote understanding and connection
Overcoming resistance to change Educating and raising awareness about the benefits of diversity and inclusion, highlighting the positive impact on organizational culture and productivity

Despite the challenges, multiculturalism in diversity training has become an essential component for creating inclusive and equitable workplaces. It allows organizations to harness the power of diversity and foster an environment where all individuals feel valued and respected for their unique contributions.

“Multiculturalism recognizes that diversity goes beyond race and includes various identity aspects. It promotes inclusivity and equity, providing a platform for individuals from different backgrounds to share their unique experiences and perspectives.”

For a detailed historical overview of diversity training programs, visit this link.

Changing Approaches to Training

when did diversity training begin

Over the years, diversity training approaches have undergone significant changes. Initially, training often relied on confrontational techniques and encounter groups to raise awareness of racial issues and promote dialogue. However, it became apparent that these methods were less effective in creating lasting, systemic change. As a result, there was a shift towards a more education-focused approach in diversity training.

The emphasis moved away from confrontation and towards inclusivity, recognizing that diversity training should go beyond mere awareness-raising. Instead, the focus shifted to fostering a deeper understanding of diversity and its role in enhancing business and organizational effectiveness. Education-focused training aims to instill a genuine appreciation and celebration of differences among individuals and groups.

“Diversity training should be more than just a checklist. It should be an opportunity to learn, grow, and create an inclusive environment where everyone feels valued and respected.” – Diversity and Inclusion Expert

Education-focused training allows participants to explore the complexities of diversity and develop the knowledge and skills necessary to navigate diverse work environments. It encourages individuals to challenge their biases, broaden their perspectives, and recognize the value that diversity brings to the table.

This shift towards education-focused training is essential in creating sustainable change and fostering an inclusive culture within organizations. By providing a solid foundation of knowledge and understanding, this approach equips individuals to actively contribute to a diverse and inclusive workplace.

Benefits of Education-Focused Training

The advantages of education-focused diversity training are manifold. By prioritizing education and understanding, organizations can:

  • Develop a more inclusive and diverse workforce
  • Promote understanding and empathy among employees
  • Enhance teamwork and collaboration
  • Reduce bias and discriminatory behavior
  • Improve employee retention and satisfaction

This approach acknowledges that diversity training is not just a one-time event but an ongoing process of learning and growth. As organizations embrace education-focused training, they create cultures that celebrate diversity, empower individuals, and drive innovation and success.

Confrontational Training Education-Focused Training
Focuses on raising awareness and initiating dialogue Goes beyond awareness by fostering understanding and appreciation of diversity
Relies on confrontational techniques and encounter groups Utilizes educational methods, such as workshops and seminars, to impart knowledge and promote empathy
Less effective in creating long-term, systemic change Creates a solid foundation for sustained diversity and inclusion efforts
Primarily addresses racial issues Expands the scope to encompass all dimensions of diversity, including gender, ethnicity, religion, and beyond

Emergence of Diversity Professionals

As the importance of diversity continues to gain recognition, organizations have witnessed the emergence of a new role – diversity professionals. These experts, often known as Chief Diversity Officers (CDOs), play a critical role in shaping and leading diversity initiatives within their organizations. By tailoring diversity programs to meet specific needs, CDOs ensure inclusivity remains a priority.

The establishment of diversity professionals has driven the professionalization of the Diversity, Equity, and Inclusion (DEI) field. These professionals possess the expertise and knowledge required to navigate the complexities of American diversity and address the diverse needs within organizations. Consequently, their presence has been invaluable in creating inclusive environments and fostering a stronger sense of belonging among employees.

“Diversity professionals bring a unique perspective and skill set to the table. Their expertise enables organizations to make better-informed decisions about diversity initiatives and ensures a more tailored approach to meeting the needs of various identity groups.”

The role of diversity professionals extends beyond implementing diversity training programs. CDOs also work closely with senior leadership to develop comprehensive DEI strategies that align with the organization’s overall business objectives. By integrating diversity into the core fabric of the organization, these professionals help establish a culture that values and celebrates diversity, ultimately driving positive outcomes for the organization.

To further enhance diversity expertise within organizations, many individuals, including aspiring diversity professionals, have sought formal education and certifications in DEI. These educational programs equip professionals with the knowledge and skills necessary to address the ever-evolving issues related to diversity and inclusion.

The Role of Chief Diversity Officers

Chief Diversity Officers (CDOs) hold a crucial position within organizations, spearheading diversity efforts. They are responsible for crafting strategies, managing diversity initiatives, and providing guidance to leadership teams. CDOs collaborate across departments to create and implement a wide range of programs that foster inclusivity and equity in the workplace.

One of the primary responsibilities of CDOs is to establish measurable goals and key performance indicators (KPIs) that align with the organization’s DEI objectives. These goals help organizations track progress and evaluate the effectiveness of diversity initiatives.

CDOs also serve as change agents, advocating for diversity at all levels of the organization. By championing diverse talent acquisition and retention strategies, CDOs reinforce the importance of diversity in driving innovation, creativity, and overall business success.

In addition, CDOs play a critical role in promoting cultural competence and addressing unconscious bias within organizations. Through comprehensive training programs and workshops, CDOs help employees develop the necessary skills to work effectively in diverse environments.

For a comprehensive history of diversity training programs, including their development and evolution, visit the History of DEI: The Evolution of Diversity Training Programs at Notre Dame de Namur University’s website.

Key Responsibilities of Diversity Professionals Impact and Benefits
Develop and implement diversity training programs Elevated awareness and understanding of diversity among employees
Collaborate with leadership to establish diversity goals and KPIs Quantifiable measurement of progress and success in diversity initiatives
Create inclusive talent acquisition and retention strategies Expanded access to diverse talent, leading to increased innovation and creativity
Address unconscious bias through training and education Enhanced cultural competence and productive collaboration across diverse teams

Diversity professionals have revolutionized the way organizations approach and prioritize diversity and inclusion. As these roles continue to evolve, organizations will benefit from their expertise, ensuring a more inclusive, equitable, and successful work environment.

The Business Case for Diversity

diversity as a driver of business success

There has been a growing recognition of the business case for diversity. Organizations have realized that diversity is not just a moral imperative but also a key driver of business success. Studies have shown that companies with high racial and ethnic diversity are more likely to have financial returns above their industry medians. This recognition has led to more strategic and integrated approaches to DEI, with a focus on leveraging diversity to enhance organizational performance, innovation, and engagement with customers.

Diversity in the workplace brings multiple perspectives, ideas, and experiences that can fuel creativity, problem-solving, and decision-making. When organizations embrace diversity, they tap into a wide range of talents and perspectives, enabling them to better understand and meet the needs of their diverse customer base.

According to a study conducted by Notre Dame de Namur University, diverse teams are more effective in problem-solving, as they bring different insights and approaches to the table. This can lead to increased innovation, improved decision-making, and a competitive advantage in a rapidly changing marketplace.

In addition, diverse teams foster a more inclusive and welcoming work environment, which can boost employee morale, engagement, and productivity. When individuals from different backgrounds feel valued and respected, they are more likely to contribute their best work and collaborate effectively with their colleagues.

Diversity is not just a buzzword or a checkbox exercise; it is a strategic imperative for organizations in today’s globalized and interconnected world.

Furthermore, organizations that prioritize diversity often attract top talent. Inclusive workplaces are seen as more attractive to job seekers, particularly among younger generations who value diversity and inclusivity. By creating an inclusive culture, companies can enhance their employer brand, improve recruitment efforts, and retain talented individuals who thrive in diverse environments.

It is important for organizations to recognize that diversity alone is not enough; inclusion and equity are crucial in realizing the full benefits of diversity. Inclusive practices, such as providing equal opportunities for career advancement, ensuring fair compensation, and fostering a sense of belonging, are essential to creating a truly diverse and equitable workplace.

By embracing diversity as a driver of business success, organizations can create a competitive advantage, improve innovation and decision-making, enhance employee engagement and productivity, and build a strong employer brand. Investing in diversity, equity, and inclusion is not only the right thing to do but also the smart thing to do for long-term organizational success.

Benefits of Diversity in Business Impact
Enhanced innovation and problem-solving Increased creativity and adaptability
Improved decision-making Broader range of perspectives and insights
Increased employee engagement and productivity Higher morale and motivation
Stronger employer brand Attract top talent and retain diverse workforce
Improved customer understanding and engagement Enhanced market reach and competitiveness

Diversity is not just about meeting quotas or complying with regulations; it is about creating an inclusive and equitable culture where everyone’s contributions are valued and respected. Organizations that embrace diversity as a strategic priority can unlock the full potential of their workforce and drive sustainable business success.

Modern DEI Training: 2010s to Present

The 2010s marked a significant turning point in diversity, equity, and inclusion (DEI) training as social movements brought issues of social injustice and inclusivity to the forefront. Movements like #MeToo, #BlackLivesMatter, and #StopAAPIHate sparked critical conversations about the need for more inclusive workplaces and led to important shifts in DEI training.

DEI training underwent significant changes to adapt to the evolving landscape and address the impact of these social movements. It aimed to become more effective and engaging, ensuring that participants could actively contribute to creating positive change in their organizations.

One of the noticeable changes was the increasing shift from traditional in-person training to digital platforms. This transition became more pronounced during the COVID-19 pandemic as organizations sought ways to continue training remotely. Digital platforms allowed for wider participation, making training accessible to a larger audience regardless of geographical location or scheduling constraints. Furthermore, these platforms facilitated more open and inclusive discussions, enabling participants to share their perspectives and experiences more freely.

In addition to the shift in delivery methods, there was also an increased emphasis on integrating DEI into overall business strategy. Organizations recognized that DEI was not just a stand-alone initiative but a fundamental aspect of their operations and success. By incorporating DEI into the core of their business strategy, companies aimed to create inclusive and equitable workplace cultures that would drive organizational performance, innovation, and customer engagement.

“DEI training in the 2010s and beyond is not just about raising awareness; it’s about creating tangible and sustainable change within organizations. It involves embracing diversity, fostering inclusive mindsets, and ensuring equitable opportunities for all.” – Diversity Consultant

Organizations now understand that DEI should not be treated as a superficial effort but rather as a strategic investment that requires a long-term commitment. Successful DEI initiatives often involve various elements, such as employee recognition programs, Employee Resource Groups (ERGs), and transparent organizational processes that hold leaders accountable for creating inclusive environments.

Overall, modern DEI training strives to create a cultural shift within organizations by fostering a more inclusive mindset and promoting equitable practices in recruitment, talent development, and decision-making processes. It recognizes that diversity is a strategic advantage and embraces the opportunities that different perspectives and experiences bring to the table.

Key Changes in Modern DEI Training Impact
Shift to digital platforms Increased accessibility and wider participation
Integration of DEI into business strategy Creation of inclusive workplace cultures and improved organizational performance
Focus on sustainability and systemic change Long-term commitment to creating tangible and equitable results

The Impact of 2020

impact of 2020 on DEI

The year 2020 had a profound impact on diversity, equity, and inclusion (DEI) efforts, prompting increased focus on racial justice and equity within organizations. Social and political upheavals sparked widespread discussions and activism surrounding systemic racism and inequality. As a result, many organizations recognized the urgent need to address these issues and began taking concrete steps towards fostering greater diversity, equity, and inclusion in the workplace.

One significant development that emerged from the events of 2020 was the introduction of listening sessions within organizations. These sessions provided a platform for marginalized groups to share their experiences and express their needs and concerns. Through these conversations, organizations gained a deeper understanding of the challenges faced by these groups and a broader acknowledgment of diverse experiences.

The use of digital platforms for DEI training and discussions also became even more prevalent in 2020. With remote work and physical distancing measures, organizations turned to virtual tools and technologies to foster connections and provide a safe space for sharing experiences and fostering greater awareness. Digital platforms allowed for increased accessibility and amplified voices that might have otherwise been marginalized or unheard.

2020 served as a catalyst for change, igniting conversations and actions aimed at dismantling systemic barriers and fostering a more inclusive future. Companies and individuals alike were compelled to reevaluate their structures, policies, and practices to ensure they were aligned with principles of racial justice and equity.

As a result, DEI efforts deepened and expanded, with organizations incorporating anti-racist frameworks, diverse hiring practices, and inclusive policies into their business strategies. The focus on racial justice and equity in DEI efforts gained prominence, bringing about a long-overdue reckoning and commitment to change.

The impact of 2020 continues to be felt in DEI initiatives, with organizations striving to create more equitable and inclusive workplaces. The lessons learned from this pivotal year have fueled a renewed sense of urgency and a determination to challenge systemic biases and prejudices. The events of 2020 have highlighted the ongoing work that needs to be done to create a truly equitable society and have set the stage for more inclusive practices and policies moving forward.

Integrating DEI into Business Strategy

A significant trend in modern DEI training is the integration of DEI into overall business strategy.

Companies are recognizing that DEI is not just a standalone initiative but an integral part of successful business operations. By incorporating DEI into their strategic approach, organizations can create inclusive and equitable workplace cultures that drive innovation, employee engagement, and ultimately, business success.

Developing a comprehensive DEI strategy involves addressing various aspects of diversity, equity, and inclusion. This includes identifying and mitigating biases, fostering inclusive leadership practices, and embedding DEI principles in all aspects of the organization’s business models.

Successful DEI initiatives often go beyond traditional training programs and include employee recognition programs, the establishment of ERGs (Employee Resource Groups), and the implementation of transparent organizational processes.

Investing in DEI programming should not be seen as a superficial effort but as a strategic and long-term commitment. Organizations that prioritize DEI in their business strategy are more likely to attract and retain diverse talent, enhance their reputation, and build stronger relationships with customers and stakeholders.

Benefits of integrating DEI into business strategy:

  • Enhanced employee engagement and productivity
  • Improved retention and attraction of diverse talent
  • Innovation and creativity through diverse perspectives
  • Increased customer satisfaction and loyalty
  • Stronger reputation and brand image

Keys to successful integration:

  1. Leadership commitment: A strong commitment from top leadership is crucial in driving the integration of DEI into business strategy.
  2. Comprehensive approach: Develop a holistic and comprehensive DEI strategy that aligns with the organization’s goals and values.
  3. Employee involvement: Engage employees at all levels in the development and implementation of DEI initiatives to ensure buy-in and active participation.
  4. Data-driven decision-making: Collect and analyze data to measure the impact of DEI initiatives and make informed decisions for continuous improvement.
  5. Ongoing evaluation and adjustment: Regularly assess the effectiveness of DEI programs and make necessary adjustments to ensure they remain aligned with business goals.

Example of DEI integration:

Company DEI Integration Initiatives
Company X
  • Established a Chief Diversity Officer position to lead DEI efforts.
  • Developed a comprehensive DEI strategy, including unconscious bias training, mentorship programs, and supplier diversity initiatives.
  • Implemented inclusive hiring practices and created a diverse and inclusive leadership team.
  • Elevated employee resource groups (ERGs) to foster a sense of belonging and provide a platform for diverse voices.
  • Invested in ongoing DEI education and awareness programs for all employees.
Company Y
  • Integrated DEI goals into performance evaluations to hold leaders accountable for fostering inclusive environments.
  • Partnered with external organizations to develop diversity recruitment initiatives and expand the talent pool.
  • Implemented a mentorship program to support the development and advancement of underrepresented employees.
  • Launched employee resource groups (ERGs) to provide networking and professional development opportunities.
  • Established regular DEI metrics and reporting to track progress and identify areas for improvement.

By strategically integrating DEI into business strategy, organizations can create a culture where diversity, equity, and inclusion are embraced, leading to improved employee satisfaction, increased innovation, and sustained business growth.


The history of diversity training in the United States has evolved significantly over several decades. It began with a focus on addressing racial discrimination and has progressed to encompass a broader inclusion of various identity groups. From confrontational techniques to education-focused approaches, diversity training has transformed to promote inclusivity and understanding.

The professionalization of the DEI field has led to the emergence of diversity professionals who play a crucial role in leading diversity initiatives. There is a growing recognition of the business case for diversity, as organizations understand its impact on driving organizational success. DEI training has embraced digital platforms and integrated diversity, equity, and inclusion into overall business strategy.

The events of 2020, marked by social and political upheavals, have further intensified the focus on racial justice and equity. These events have facilitated deeper conversations and a greater understanding of diverse experiences. The future of diversity training lies in continued strategic investment and a genuine commitment to fostering inclusive and equitable workplace cultures.

In conclusion, diversity training has come a long way and continues to evolve. By understanding the historical context and key takeaways from its evolution, organizations can create more inclusive and equitable environments that not only benefit their employees but also drive long-term business success.


When did diversity training begin?

Diversity training has been conducted in various countries, including the United States, since the 1960s.

What was the initial focus of diversity training?

Initially, diversity training mainly focused on addressing racial discrimination and increasing sensitivity towards racial differences.

How did diversity training evolve in the 1980s and 1990s?

In the 1980s and 1990s, diversity training expanded to include a broader spectrum of diversity, such as gender, ethnicity, religion, and LGBTQ+ communities.

What is multiculturalism in diversity training?

Multiculturalism in diversity training refers to an approach that embraces the full range of identity groups and considers each person’s cultural identity.

How have approaches to diversity training changed over time?

Approaches to diversity training have shifted from confrontational techniques to education-focused methods that promote inclusivity and understanding.

What is the role of diversity professionals?

Diversity professionals, such as Chief Diversity Officers, play a crucial role in leading diversity initiatives and tailoring them to their organization’s specific needs.

What is the business case for diversity?

Diversity is not only a moral imperative but also a key driver of business success, with studies showing that diverse companies are more likely to have higher financial returns.

How has DEI training evolved in the 2010s?

DEI training has become more focused on discussing social injustices and creating inclusive workplaces, with a shift to digital platforms for wider participation and open discussions.

What impact did 2020 have on DEI efforts?

The social and political upheavals in 2020 led to increased conversations about racial justice and equity, resulting in a deeper understanding and acknowledgment of diverse experiences.

How is DEI being integrated into business strategy?

DEI is now recognized as an essential aspect of business operations, with companies developing comprehensive strategies that focus on embedding DEI in various aspects of their organization.

What are the key takeaways from the evolution of diversity training?

The history of diversity training shows a shift from addressing racial discrimination to embracing a broader range of diversity, with a growing recognition of the business case for diversity and the importance of integrating DEI into business strategy.

About Danny Stefanic

Danny Stefanic is CEO and Founder of the Hyperspace Metaverse Platform. He is renowned for creating the world’s first metaverse and is considered a pioneer in the Metaverse for Business field, having been involved in the creation of ground-breaking 3D businesses for over 30 years. He is also the founder of the world’s first spatial AI learning experience platform - LearnBrite, MootUp – the 3D Metaverse Virtual Events Platform, and founder of 3D internet company ExitReality – the world’s first web metaverse.

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