The idea of having a full-time sensitivity writer or editor or person on staff is not something that most companies have ever thought about. So it's requiring time for all of them to come to the conclusion that it's a financial issue that is worth taking on. It's no different when the idea of a Human Resources department was a thing that started to get incorporated into businesses. It took a while for enough issues to continually crop up that it became good business practice to put a person and/or people in place officially and full-time and spend the money do to so. Diversity and sensitivity is no different. It'll take X amount of time for most companies to come to the conclusion that spending Y amount of money makes too much business and financial sense not to do it, so eventually they will. And in 20 years time we'll look back and wonder how there could be a time when this wasn't standard. But it's not going to happen overnight. More mistakes invariably will get made.
But of course the other thing to remember... just because we might have full-time diversity and sensitivity people on a staff doesn't mean everything is fixed now. Because we still see plenty of times when having a Human Resources department hasn't stopped a Human Resources issue from cropping up. It still occurs. With a lot less frequency, sure... but it still happens. And likewise, there will still be issues with diversity and sensitivity even with diversity and sensitivity people working on a staff. So we all need to probably just temper our expectations a bit and not think we can just clean everything up with a full sweep. Just replace everyone and everything and the problem will go away! Unfortunately, life doesn't work that way.
