Inventum Group’s Post

This week, SHRM, a leading organization for HR professionals, announced a significant change in its terminology. Moving forward, SHRM will use the acronym "I&D" to represent inclusion and diversity, omitting the term "equity" from the previously used "IE&D." Despite this shift, SHRM emphasized that its commitment to advancing equity remains unwavering. The organization believes that prioritizing inclusion will drive holistic change in workplaces and communities. President and CEO Johnny Taylor, who introduced the change at SHRM's annual conference, stated, "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. Everyone deserves to feel they belong in the workplace and that they are included." What are your thoughts on this shift? How do you see it impacting your workplace or the HR field at large? #InclusionAndDiversity #WorkplaceInclusion #HRTrends https://lnkd.in/gdHEN4sS

While diversity and inclusion are crucial, equity is the cornerstone that ensures everyone has access to the same opportunities, resources, and support. Without equity, we risk perpetuating systemic barriers that prevent true inclusion and diversity from taking root. Equity goes beyond treating everyone the same; it acknowledges that individuals come from different starting points and may require varying levels of support to achieve similar outcomes. #DEI #Diversity #Equity #Inclusion

Hot Topic: In this new SHRM article about dropping the "E" in "DEI" (https://hubs.li/Q02JXRvy0), SHRM has shifted its focus from "DEI" (Diversity, Equity, and Inclusion) to "I&D" (Inclusion and Diversity), sparking significant debate within the HR community. SHRM argues that prioritizing inclusion can better address the flaws and societal backlash associated with DEI programs. However, many professionals are concerned this change might undermine the essential pursuit of equity in the workplace. In a society striving for to be more inclusive, can we achieve true equity if we only focus on inclusion? Is it possible that by sidestepping the hard discussions about equity, we risk perpetuating the very inequalities we seek to eliminate? How can inclusivity and equity coexist and strengthen each other in our ongoing journey toward a fairer world? What are your thoughts? Do you agree or disagree? #DEI #SHRM #AXIOS #equity

We at The HR Innovator Group are not on board with SHRM's recent decision to adopt "I&D" instead of "IE&D." This shift undermines the crucial focus on Equity, which is essential for creating truly inclusive workplaces. While SHRM claims to lead with Inclusion, the exclusion of explicit Equity and Diversity efforts feels like a step backward. True inclusivity requires addressing systemic inequities head-on, not subsuming them under a broader framework. We believe that Equity deserves its distinct emphasis alongside Inclusion and Diversity to ensure fair treatment, access, and opportunity for all. We urge SHRM to reconsider this approach and to maintain a comprehensive focus on Inclusion, Equity, and Diversity. Only then can we foster workplaces that genuinely support and uplift every individual. #InclusiveWorkplaces #EquityMatters #Diversity #HRInnovation #NotOnBoard #SHRM

Are words important? Yes Are words more important than actions? No But words matter, words change meaning, definitions get hijacked or manipulated, and new words emerge to help generate new insight or direction. All of this is at play as SHRM reframes DEI into Inclusion and Diversity. I don't know whether that's right or wrong, but I think it's important to go past the headlines. Even they aren't sure... “We are not at all indicating that equity doesn’t matter. We are saying that the full definition of inclusion must encompass equity,” Taylor said in an interview with The Wall Street Journal. “We might be right, we might be wrong. We think we’re right, but we’re going to study this for the next several years.” This has clearly generated its own backlash, but if we at least consider the evolution of this effort, it centered wholly on Diversity for so long before realizing that diversity was not nearly enough to create good outcomes. #shrm #dei #equity #inclusion #culture

"Equity is what makes DEI effective, period. Equity is the means to achieve eventual equality — equality which we don’t yet have in our workplaces, in our communities and in our institutions.” Our co-founder Alex Suggs, MBA was recently featured in this comprehensive article on the equity component of DEI work from Jeff Rumage and Built In. Check it out! 👇 #equity #diversityandinclusion #dei #humanresources #hr #shrm #culturechange

Interesting read. Agree the term Equity in the context of the workplace definitely needs to be fleshed out. Including, “who” gets to decide what “Equity” looks like AND transparency around the criteria being applied to make these decisions. I think “Equality” is the better focus and have always preferred expanding opportunities for participation vs what has sadly felt the last few years as a zero sum game. When “Equity” is perceived as punitive, which, sadly, it has become in many organizations, we lose any advances we have made in terms of Inclusion and Belonging. And, I believe Diversity is no longer seen as a strength. Big opportunity here so let’s work together to fix this!

"Equity is what makes DEI effective, period. Equity is the means to achieve eventual equality — equality which we don’t yet have in our workplaces, in our communities and in our institutions.” 📣 Thank you for including me in this comprehensive article on the equity component of DEI work, Jeff Rumage and Built In! #equity #diversityandinclusion #dei #humanresources #hr #shrm #culturechange

Hello Melissa Maloney here. Earlier this month The Society for Human Resource Management (SHRM), the world's largest HR association, decided to remove "equity" from its Diversity, Equity, and Inclusion (DEI) initiatives, now focusing on "Inclusion and Diversity" (I&D). This decision has sparked significant debate within the HR community. Critics argue that eliminating equity undermines efforts to address systemic disparities and creates a less inclusive environment. Supporters believe it simplifies the focus and reduces polarization, making DEI efforts more strategic and effective. What are your thoughts on SHRM's decision to remove 'equity' from DEI initiatives? Does it simplify and strengthen the focus on inclusion and diversity, or does it undermine efforts to address systemic disparities? Share your opinion! #DEI #DiversityAndInclusion #HRStrategy #WorkplaceCulture #EquityInTheWorkplace #InclusionMatters #HRTrends #BusinessLeadership #OrganizationalChange #WorkforceManagement #CorporateCulture #EmployeeEngagement #TalentManagement #WorkplaceEquality #HRInnovation #FutureOfWork #DiversityInBusiness #InclusiveWorkplace #HRBestPractices #SHRMNews

𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐄𝐪𝐮𝐢𝐭𝐲? SHRM’s recent decision to drop "equity" from its diversity program’s acronym, transitioning from “IE&D” to “I&D”, opens a critical dialogue about the evolution of language in diversity initiatives. This alteration isn't just a semantic change; it’s a reflection of a broader societal tension around the concepts of equity and inclusion. This move prompts a fundamental question: does removing "equity" from the diversity conversation risk diluting the proactive measures needed to address systemic disparities, or is it a strategic realignment to foster broader acceptance and participation in diversity initiatives? The term "equity" is often associated with active efforts to correct or balance historical and institutional biases, providing specific tools and resources that "equality" does not inherently address. Its removal might signal to some stakeholders a step back from these commitments. Conversely, could the emphasis on "inclusion and diversity" without explicitly stating "equity" lead to a more universally palatable approach, thus broadening engagement across more diverse ideological spectrums? This could be particularly pertinent in a climate where diversity initiatives are increasingly polarized and politicized. The risk, however, lies in the potential for "inclusion" to become a passive concept if not underpinned by the vigorous pursuit of equity. Inclusion without a strategic commitment to equity may lead to environments where diverse groups are present but not sufficiently supported or given equitable opportunities to thrive. As leaders and influencers in our respective fields, we are tasked with examining not only the language we use but the substantive actions that follow. This situation serves as a powerful reminder that our pursuit of diversity and inclusion should be continuously reflective, adaptive, and intentional - ensuring that no one is left behind or out of the conversation. It’s about finding a balance that respects diverse viewpoints while uncompromisingly pursuing justice and equity. This evolution in SHRM’s terminology challenges us to reflect deeply on our own organizational practices: are we adjusting our strategies merely in response to external pressures, or are we thoughtfully engaging with the complexities of these terms to truly foster inclusive and equitable workplaces? #leadership #culture #diversityandinclusion