SHRM does not speak for the DEI field. To those of you who are disappointed by this news, I am sorry. However, just because SHRM has decided to “drop” equity (or arbitrarily decide that it means the same thing as “inclusion”, which is false from a scientific perspective) doesn’t mean that you should too. These are unfortunately the kinds of decisions that people make when they allow “preventive anxiety” and the opinions of a few to dictate their actions. However, true leaders listen to and do what’s best for their members — not themselves.
“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.” – Johnny C. Taylor, Jr., SHRM-SCP, Today, SHRM announces an important shift in our approach to Inclusion and Diversity. Effective immediately, SHRM will be adopting the acronym "I&D" instead of "IE&D." This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society. As SHRM President & CEO Johnny C. Taylor, Jr., SHRM-SCP shared in his #SHRM24 Main Stage address, this new focus highlights SHRM's role as the foremost expert and advocate in workplace Inclusion and Diversity. By emphasizing Inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization. While we shift to I&D, our commitment to advancing Equity remains steadfast. Equity will be integrated under the broader Inclusion framework, continuing to be a priority in our strategy and leadership decisions. SHRM is excited to lead this initiative as the next step in our enduring commitment to fostering better workplaces and a better world. We encourage you to adopt an Inclusion-first approach within your own organizations and join us in creating meaningful change. Let's drive change together. Adopt I&D today and be part of the movement. #InclusionAndDiversity #WorkplaceChange #Leadership
Very true. Most orgs added this word performatively to follow the crowd. So to them, removing it doesn’t feel like a big change. It’s too bad the leading HR lobby in our country didn’t take more time to listen, learn and apply this concept of equity in HR practices to role model it’s importance. There’s no function that requires more of a focus on equity than HR.
Interesting that the CEO of SHRM, Johnny C. Taylor, in this X post (3 days ago) said Equity is the most important thing that companies need to fix. https://x.com/JohnnyCTaylorJr/status/1815775873771155702?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Etweet
Well said. This is disappointing to see. My coach training organization is SHRM accredited. This makes me seriously reconsider that connection.
My sentiments exactly, Stephanie!
Thanks Stephanie. Equity is something we focused on in our Affirmative Action Plans to ensure our policies, processes, and systems reached a very diverse population based on the areas we served. It’s still important! Thanks for your voice.
Human Capital Consulting at Deloitte
1moI had a friend at this year's conference who mentioned his opening speech included calling people "idiots", "crazy", saying this isn't your "grandma's HR".... like not good. I'm with you that this change (or SHRM) does not have to be a marker that anyone follows but I don't think they've necessarily been trending in that direction for awhile now... I just keep seeing poor decision-making and representation... It's sad!