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The Society for Human Resource Management (SHRM), the world’s largest HR association, announced Wednesday that it will no longer have a dedicated focus on ‘equity,’ focusing instead solely on inclusion and diversity (I&D).
“Effective immediately, SHRM will be adopting the acronym "I&D" instead of "IE&D." the organization said in a LinkedIn post.
“This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society.”
SHRM emphasized that although it is shifting its focus to I&D, it remains committed to advancing equity within corporate America.
Equity, the component of DEI that refers to the creation of equal opportunity for all individuals by recognizing and rectifying historical power imbalances, will now fall under the ‘Inclusion’ pillar of its I&D framework.
“We're going to lead with inclusion, because we need a world where inclusion is front and center,” said Johnny C. Taylor Jr., President and CEO of SHRM. “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.”
In a separate post, Taylor explained SHRM is making the change because DE&I programs in their current form “simply aren’t working.”
“We’re seeing societal backlash and increased polarization across the U.S.,” he wrote. “We’re also seeing companies take a step back from their DE&I initiatives.”
DEI has drawn staunch criticism from conservative groups and activists, exacerbated by the threat of legal action with lawmakers in over 30 states having introduced or passed anti-DEI bills.
While some companies such as retailer Tractor Supply have scrapped DEI altogether, some studies indicate that the majority of US HR leaders plan to increase their DEI programs in the next 24 months.
Decision to ditch equity from DEI draws heavy criticism...
Taylor’s description of DEI polarization was confirmed in the reaction to the decision, which drew heavy criticism from HR and DEI professionals.
Malcolm Bates, Director of DEIB at GFL Environmental, described the move in a comment under SHRM’s post as an “egregious misstep that undermines the very essence of inclusion and perpetuates systemic discrimination.”
Bates said the decision obstructs DEI progress, and even argued it is an example of the microaggressions DEIB programs are designed to eliminate.
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Other professionals shared their disappointment and confusion at the decision. Bailey Douglass, VP of People at OpenUp, commented: “I don't understand why SHRM would make this choice. How can you possibly have inclusion without an explicit commitment to equity? Is there a problem that you were trying to address to shift the focus away from the need for equity?”
Business leaders beyond the HR profession have also spoken out against the change. Speaking to HR Grapevine, Shea Belsky, Chief Technology Officer at Mentra, said the removal of equity was a “significant regression in the struggle to achieve equality for all marginalized groups.”
“As an autistic leader in the workplace, my efforts along with those of so many others do not stop solely at inclusion, aiming for equity and well beyond it,” he continued, emphasizing that equity is needed to ensure all groups including neurodivergent jobseekers achieve parity in compensation, treatment by peers, and career development opportunities.
...But some HR leaders support the move
Despite the heavy criticism from the DEI and HR profession, some HR leaders support the decision.
Lucas Botzen, an HR Expert and CEO at Rivermate, told HR Grapevine he appreciates the move from IE&D to I&D. “Using "I&D" instead of "IE&D" can really help sharpen our conversations and trainings around this so everyone is moving in lockstep regarding the key goals of inclusion and diversity,” he stated.
While some professionals have canceled their membership with SHRM or encouraged others to do so following the shift, Botzen says it has positively influenced his thoughts on renewing his membership.
“I do tend to view this step as one being proactive toward modernizing HR practices and remaining relevant in times of hard social change… the acronym change indicates an appeal to action rather than mere symbolism for the leading role that human resource practitioners should play in promoting inclusion and diversity,” he concluded.
SHRM has responded to the dissent under its post, saying it appreciates the “diversity of opinions and viewpoints expressed” and welcomes “civil conversation.”
The body reiterated it reached the decision following in-depth consultation with the wider HR and DEI community.
“Our research with countless business leaders and enterprises across the globe demonstrates the importance of emphasizing intentional Inclusion and Diversity,” it stated. “After all, our mission is to create better workplaces for a better world – and our focus is on Inclusion and Diversity in practice and principle.”
