SHRM’s Problematic DEI Pivot: A Step Backwards For Workers’ Rights

The Society for Human Resource Management (SHRM) has announced a significant pivot in its approach to diversity, equity, and inclusion (DEI), raising eyebrows and attracting ire of the human resources community.

In a move best described as an ‘All Lives Matter’ approach to DEI, SHRM’s decision to eliminate a focus on equity threatens to undermine the progress needed to create a future of work where employees can truly thrive.

In a public announcement, SHRM indicated that they will focus on inclusion and diversity, not a comprehensive DEI framework, because they aim to address the “current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization”.

In the announcement, SHRM’s CEO Johnny Taylor writes, “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 some people. Everyone has a right to feel that they belong in the workplace and that they are included.”

This rationale for a pivot is deeply troubling. Their so-called “civility” initiative appears to be a calculated distraction from addressing the real, tough issues. It signals a clear lack of intent to mobilize the HR community for systemic change in the workforce.

Despite SHRMs claims, there is no evidence that societal polarization and backlash is linked to the shortcomings of DEI programs.

According to Desiree Morton, Founder of Aginci, to make that claim completely ignores the much more pressing social context that is the fabric of our global community. She says, “Metaphorically, it’s as if SHRM is hoping to mitigate a house fire by cutting the wick of a single candle within it. The house is still on fire, the effects are ongoing, and the efforts to mitigate it require a systematic and coordinated approach that first acknowledges the very realities of inequality at work. These are the true sources of polarization”.

According to senior human resources leaders I spoke with, this change is largely influenced by right-of-center leaders and organizations that are often anti-labor and anti-union, posing long-term risks to workers’ rights and representation.

Angela Howard, a former Chief People Officer and Founder of Call for Culture, says, “Are we surprised and shocked by SHRM’s announcement? Appalled, yes, but not entirely shocked. SHRM has never been a beacon of progressive, cutting-edge leadership in the HR industry. Many of us remain engaged with SHRM primarily because their certification holds weight in the field, providing a semblance of credibility. However, SHRM’s latest move underscores their lack of commitment to genuine DEI efforts”.

Howard is not alone in feeling that SHRM has consistently shown a lack of understanding and commitment to leading DEI efforts effectively.

Hebba Yousef, Chief People Officer at Workweek, notes that the announcement was released on Black Women Equal Pay Day, a symbolic day highlighting the gross inequities, “Equity is critical for true inclusion. In a year where HR and DEI leaders face increasing attacks from outspoken critics, such as the New York Post’s headline about Kamala being the first DEI President, this move is bizarre. An organization that is supposed to represent our best interests as an industry seems to be moving in a backwards direction”.

In addition to their influence within the HR community, SHRM testifies before our government as HR experts, essentially representing HR professionals on a national stage. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally.

This means SHRM is likely speaking on your behalf if you are an HR professional and a worker.

Does this organization truly represent your views and values? Does SHRM speak for you? Given their recent shift away from equity, it’s crucial to consider whether their stance aligns with the future you envision for our industry.

This “strategic” pivot not only undermines the rights to equal opportunities for everyone but also reveals a fundamental misunderstanding of how to create inclusive work environments.

Valuing differences goes beyond mere tolerance. It requires understanding and addressing historical inequities that perpetuate dominant narratives while marginalizing others. It involves creating environments where differences are welcomed, valued, and embraced. This includes ensuring equitable access, opportunities, and outcomes, and dismantling systems that fail to deliver these equitable results.

SHRM’s leadership remains out of touch with the evolving role and responsibility of HR. There are many emerging leaders in the HR space ready to lead in a modern, relevant, and responsible way. SHRM’s current trajectory, however, is not the path forward.

Human resources leaders across industries are united in the message voiced by Howard , “It’s clear that SHRM is no longer a reputable expert on HR. By divesting from SHRM, we can open doors to a broader pool of HR voices who may have different but equally valuable qualifications and experiences. This move will help us build a more diverse and inclusive HR, capable of driving meaningful change in our industry and organizations”.

Jennifer Laurie, a Chief People Officer at StartOut, adds, “Including diverse individuals in inequitable workplaces is more harmful than ending DEI efforts altogether. You can’t just get rid of equity and focus on inclusion and diversity. Inclusion without equity creates increased power differentials and exploitation. Diversity without equity is tokenism”.

Howard and Laurie have put forth a petition (created by Equitable HR Guild) with seven concrete actions.

Recommendations and Call to Action:

1. Let your SHRM certification lapse. SHRM is no longer a relevant standard for our industry. By letting your certification lapse, you signal that their current approach does not align with the values and needs of modern HR.
2. Remove SHRM certification requirements. Eliminate SHRM certifications as necessary or preferred qualifications in job postings for HR positions. This will encourage a broader range of candidates with diverse qualifications.
3. Embrace diverse qualifications. Recognize and value a wide range of HR certifications, educational backgrounds, and professional experiences that contribute to effective and equitable HR practices.
4. Do not financially support SHRM. Cancel your auto-pay on membership dues and stop sponsoring attendance or attending SHRM events. Redirect that budget towards spaces and forums that are focused on justice, liberation, and equity at work.
5. Promote inclusive HR education. Encourage and support HR professionals in pursuing certifications and training from organizations that prioritize equity and people-centered approaches.
6. Advocate for better representation to lawmakers. Write to your representatives to ask that SHRM no longer represent HR to the government. Advocate for more equitable and inclusive HR voices in policy-making. We will provide sample language in our first petition update.
7. Commit to DEI. Demonstrate your commitment to DEI by adopting practices and policies that reflect these values and contribute to a more inclusive and diverse HR industry.

By taking these steps, we can collectively foster an HR environment that is truly inclusive, equitable, and prepared to lead the workforce of the future. Let’s commit to these changes and drive meaningful progress in our industry.