In the quest for creating inclusive and positive work environments, human resources professionals are on the frontlines, and traditionally, the Society for Human Resources Management (SCHRM) has been a bastion of support for such initiatives. But the recent SHRM DEI change, which sent shockwaves through the industry, has hit like a tidal wave. Some human resources professionals fear that it not only will block progress, but possibly move the industry backwards, while others see the change as a more strategic and effective approach to creating a more equitable future for work environments and applaud SHRM for this decision.
For employees and employers alike, understanding how this change could affect you is imperative. My passion is educating the public on employment law, as matters such as this have the potential to reshape their work environments. So, let’s dive into the SHRM controversy and its impact!
Why Did SHRM Remove the “E for Equity” from DEI?
In a July 9th LinkedIn post, the Society for Human Resource Management (SCHRM) announced a significant change to its approach to diversity, equity, and inclusion (DEI). SHRM is a prestigious association for human resource professionals. As the world’s largest human resources group, it holds considerable influence over work environments nationwide.
The change came in the form of removing the E for “Equity” from DEI. This post announced that “effective immediately,” SHRM would be using the acronym “I&D” as opposed to “IE&D.” Equity, as a result, would fall under the broader umbrella of inclusion. Johnny C. Taylor, Jr., SHRM CEO, had this to say in a public statement about this controversial SHRM DEI change to explain the reasoning:
“We’re going to lead with inclusion, because we need a world where inclusion is front and center. And that means inclusion for all, not just some people. Everyone has a right to feel that they belong in the workplace and that they are included.”
In essence, SHRM is dropping equity to focus on inclusion and to address the purported current shortcomings of DEI programs. But SHRM’s removal of equity from DEI didn’t just raise eyebrows; it sent shockwaves throughout the entire human resources industry. Let’s dive into the controversy and its implications.
What is the SHRM DEI Change Controversy?
Many members of the human resources community have expressed concern that the decision to eliminate a focus on equity could undermine the progress required to shape a future of work where employees have equal opportunities and can thrive.
Just as importantly, there is concern over how the SHRM DEI change could hurt employee rights and DEI programs. A growing concern has begun to gain traction that this distracts and limits the HR community from addressing real and tough issues and creating systemic changes in the workforce.
HR professionals have also started to question whether SHRM’s values and goals align with the industry future they envision, with some even starting petitions against the organization. Some HR professionals have begun turning toward emerging leaders in the space who share these ideals.
Looking ahead, these changes especially could have an impact on one-person HR teams who are reliant on SHRM to provide guidance during their decision-making. Still, the organization was not without supporters. After the SHRM DEI change, some HR professionals applauded them.
In support of this change, some advocates called this change visionary and suggested that it’s not about abandoning DEI. They argue that SHRM is attempting to make it more strategic. Some supporters say that it will also give employees stronger representation.
It is still too early to tell how this wave of controversy following SHRM dropping the E for “Equity” from DEI will impact the organization and its membership. However, this controversy could have a lasting and significant impact on the future of the human resources industry and work environments, as well as national and societal discussions about DEI and its impact.
For more of my insights on the future of DEI in the current climate, watch my interview on Forbes, where I discuss the 2024 election’s ongoing influence on corporate DEI strategies.
Thought Leader, Media Personality, Professional Speaker, & Legal Commentator on the SHRM DEI Change & All Aspects of Employment Law
The recent SHRM DEI change is poised to change the landscape of work environments, especially for HR professionals, and it’s crucial for employees and employers to understand the potential implications of dropping the E for ‘Equity” from DEI. As a thought leader and legal commentator on the DEI nuances and all aspects of employment law, I am uniquely positioned and qualified to provide expert insight and analysis on all employment law issues. These issues can be complex, so you need a seasoned legal professional to shed light on them. My passion is being a beacon in uncertain times of transition that provides that light.
Employment Law Thought Leader & Professional Speaker on the SHRM DEI Change, Employment Law Trends, & Breaking Employment Law News
Understanding the nuances and potential consequences of the SHRM DEI change is essential. I am a former employment and labor law attorney turned mediator, ADR, and conflict resolution specialist who believes it is crucial to stay current with groundbreaking changes to employment law for employees and employers alike. My passion is educating the general public on recent developments in employment law and the workplace trends that impact them as a thought leader and legal commentator. As such, I am uniquely qualified to address the issue of SHRM dropping “equity” from DEI. My more than 20 years of experience as a media legal analyst and contributor led to my radio show on Tavis Smiley’s KBLA Talk 1580, “Legal Lens with Angela Reddock.” I also am a regular speaker and blogger on employment law and issues related to the workplace.
Also, learn more about my book – The Workplace Transformed: 7 Crucial Lessons from the Global Pandemic – here – https://angelareddock-wright.com/book/.
For media inquiries, please reach out to josh@kwsmdigital.com.
For more information regarding mediation and dispute resolution resources for both employees and employers, let’s connect on LinkedIn for new updates or contact me here. You may also follow me on Instagram.
This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.