Allison M.’s Post

Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!

Proud to be supporting Equitable HR Guild and their petition opposing SHRM. I've made my opinions clear, and I'll make my actions clear as well: 1. Let your SHRM certification lapse. They are no longer a relevant standard for our industry. ✅ Never saw value in getting my certification, never will. 2. Remove SHRM Certification requirements: Eliminate SHRM certifications as necessary or preferred qualifications in job postings for HR positions. ✅ Never have required them, never will. And I commit to reaching out to companies who do and encouraging them to reconsider. 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. ✅ No question about it, a diverse team is a successful team. 4. Do not financially support SHRM: Cancel your auto-pay on membership dues and stop sponsoring attendance or attending SHRM events. Put that budget towards spaces and forums that are focused on justice, liberation, and equity at work. ✅ They are not getting my money. I commit to funneling my dollars elsewhere. 5. Promote inclusive HR education: Encourage and support HR professionals in pursuing certifications and training from organizations that prioritize equity and people-centered approaches. ✅ Ahem PeakHR exists for a reason (and fulfills a dream I've had for almost 15 years to build alternative HR education) 6. Advocate for better representation to lawmakers. Write to your representatives to ensure SHRM no longer represents HR to the government. Advocate for more equitable and inclusive HR voices in policy-making. We'll include sample language in our first petition update. 🔜 I will be doing this using the language shared from Equitable HR Guild. 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. ✅ This is something we care deeply about at PeakHR, not only in our words, but in our actions. Join me in changing the fucking paradigm, will you?

We're calling on HR professionals to take a stand for equity in our industry. SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. We invite you to join us in signing the below petition to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Call to Action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well!

I often hear the phrase, ‘I didn’t choose HR, HR chose me’. So, what do you do when you need support for a profession that chose you? You call SHRM! As an HR professional for more than 20 years, SHRM has been instrumental to my growth and has been my go-to for all things work, worker and the workplace. 3 years ago, I had the opportunity to join SHRM as an employee and it was one of the best decisions I've made. I now have the ability to pay it forward and contribute to making workplaces better, stronger, and more inclusive for everyone. SHRM is more than membership, it's community, it's commitment to making workplaces better, and more importantly, it's about supporting the whole person. It’s a movement with over 340,000 HR professionals and businesses leaders united to shape the future of work. Together, we’re leading conversations on critical topics like workplace equity, labor laws, and the issues that matter most. 🤔 Not a SHRM member yet? Here’s why you should consider joining: ✔ A vast network of HR peers who share your challenges, passion, and victories. ✔ Tools, resources, and insights to help you grow and make an impact. ✔ A platform to advocate for your profession and shape the future of work. When you join SHRM, you’re not just gaining resources—you’re becoming part of a community dedicated to driving meaningful change. 💡 It’s time to join the movement. You belong here... 🖱️ Join SHRM today: https://lnkd.in/er9tsERD #HRAdvocacy #HRCommunity #FutureOfWork #MakeAnImpact #SHRM #HumanResources #PeopleCulture #Talent #Recruiters #HRLeadership #WorkplaceWellness #LeadershipDevelopment #ProfessionalGrowth #WorkplaceCulture #PeopleFirst

HR is truly a dynamic profession. I am continually inspired by the amazing professionals influencing and leading in this space – and am so thankful for the opportunity to support these individuals through my work at SHRM! We have a tagline at SHRM about making workplaces better for a better world – and I sincerely believe that our collective efforts make an impact and have the opportunity to change the world! As someone who has worked in HR, volunteered in my local SHRM Chapter and State Council and been a member for nearly 20 years, I can tell you that SHRM is more than a membership. It’s 340,000+ HR professionals united to shape the future of work. And when you engage, you build community in a profession that can otherwise feel lonely. Together, we’re leading conversations on critical topics like workplace equity, total rewards, employment legislation, and the issues that matter most. If you’re not a member yet, I hope you'll consider joining! And if you’ve never attended a local chapter meeting with one of our 550+ affiliates, use our chapter locator to find one in your area. Membership and volunteer leadership has been an absolutely gamechanger for me – both personally and professionally, and that’s something I want for every single HR professional! Join SHRM today: https://lnkd.in/ejgveT6C Find a Local SHRM Chapter: https://lnkd.in/exNU8KsQ #HRAdvocacy #HRCommunity #FutureOfWork #MakeAnImpact #SHRM #HumanResources #PeopleCulture #Talent #Recruiters #HRLeadership #WorkplaceWellness #LeadershipDevelopment #ProfessionalGrowth #WorkplaceCulture #PeopleFirst

Last Friday, when most of us were thinking about what to eat for dinner, SHRM announced they're dropping "equity" from the DEI (Diversity, Equity, and Inclusion) framework. Let's unpack this on #HRThursday. This shift wasn't entirely unexpected. At the recent SHRM Conference, Johnny C. Taylor, Jr., foreshadowed this change in his "Into The Storm" presentation. He highlighted that DEI is under scrutiny, and even #HR professionals struggle with clear definitions. “We keep adding phrases to figure out the problem.” I can’t disagree. I believe we often use these two words interchangeably. Diversity is variety, it is the fact that people come from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc. It is a state of being. I think of it this way - I can not change my diversity, what I can do is share who I am and be curious about others to learn about them. Inclusion is the action or state of including or of being included within a group or structure. It is the activity providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized. For me, inclusion is a verb, it is what I do to make sure others feel welcome to express their full selves. Sometimes we just use the wrong word. Diversity has been used in a way that makes some people feel left out. I see Johnny’s point, focusing on inclusion first might erode the stigma around diversity. The surprising element is SHRM's decision to drop "equity." With roots in the 1960s, “DEI” has been a key part of SHRM programming. When I was the President of Human Resource Professionals of Central PA Chapter in 2008, SHRM provided programming and thoughtful tools to help us build equity in our workplaces. We were encouraged to have at least two chapter meetings a year connected to DEI, and now 16 years later that seems forgotten. Equity, another misunderstood word, is the quality of being fair and impartial. In HR, we're data keepers, bridging leaders and employees. We shape leadership training and succession planning. We're at the forefront of talent acquisition. We drive performance and salary increases. If we don't champion equity in our processes, who will? And what price will our organizations pay when we are silent? Taylor's closing metaphor at the SHRM conference is worth reflecting on: as a storm rolls in, buffaloes will turn and charge directly into it. By running at the storm, they run straight through it, minimizing the amount of pain, time, and frustration they experience. In this context, why step back from equity when we have the opportunity to lead the charge? https://lnkd.in/eAZX7jnY #hrcommunity #wearehiring #hrcareers #hrlife #ProfessionalDevelopment #LeadershipDevelopment #languagematters #everydaylife #leaderscount #HREvolution #DEIStrategy #InclusiveWorkplace #LeadershipInHR

Let's talk about this week's #shrm "strategic update" that has all of us in employee centered roles WTFing at the moment. You're welcome for that new verb. ICYMI: The leading society of all things #hr #humanresources announced "an important shift" this week to remove #equity from DEI strategic initiatives. This organization, arguably the largest in terms of depth and breadth of PEOPLE focused membership (paid btw), one that charges for certifications required by many companies, made a conscious move that will likely trigger a negative behavioral shift among thousands of employers. They are rebranding this as "I&D" - #inclusion and #diversity. This is not as simple as removing a term from a title. This is like inviting everyone to a concert but there are no big screens for the seats in the back/at the top to see the performer on stage. The whole audience can listen, but fail to experience the same as those with premier seats. Diversity without equity spotlights privilege and sacrifices resources for groups that may benefit from assistance to gain (more less enjoy) the same experience. We cannot have one without the other and pretend to empower employees with fair opportunity. And yes, I understand attending a concert with front row seats is an entirely different experience. If you have been fortunate to experience that at some point in your life, count your blessings. Learn more about the value of equity in the workplace: https://lnkd.in/gYDgRmgh Join the HR voices taking action: https://lnkd.in/gqYXHgap

Have you noticed that your HR friends on LinkedIn have been feeling a little extra spicy and outspoken lately? Let me break it down because this impacts you, too. Yesterday, SHRM, the "leading" professional organization for HR professionals, announced that it is removing "equity" from its diversity and inclusion focus. If you think this doesn't impact you because you don't work in HR, you're wrong. But, to understand why you should care about this, you have to understand what SHRM does. SHRM advocates on workplace issues, influencing policies and practices across all organizations, including yours. Their advocacy (or lack thereof) directly affects our day-to-day work lives, from hiring and promotion practices to pay equity and inclusive cultures. When the "leading" organization responsible for influencing workplace policy doesn't stand firmly behind equity as a core component of DEI, how do you think that will affect their advocacy work on your behalf? SHRM is also an educational body that provides 𝘵𝘩𝘦 standard credentials for HR professionals through its SHRM-CP and SHRM-SCP certification programs. So, when your company hires a SHRM-certified HR leader to build out the People function, how do you think the lack of education they received on the importance of equity will influence the policies that end up in your company's employee handbook? Through all its activities, SHRM touches the lives of more than 𝟯𝟲𝟮 𝗺𝗶𝗹𝗹𝗶𝗼𝗻 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 𝗮𝗻𝗱 𝘁𝗵𝗲𝗶𝗿 𝗳𝗮𝗺𝗶𝗹𝗶𝗲𝘀 𝗴𝗹𝗼𝗯𝗮𝗹𝗹𝘆. Systemic inequities have shaped our workplaces for decades, creating barriers for many talented individuals and impacting employee experiences and career trajectories. Listen, I know most employees have opinions about HR folx that aren't generally positive, and I don't blame you. You've been burned in the past by sh*tty HR, and you're not going to let that happen again. Fair. But regardless of how you feel about the profession, you should be concerned when you see stuff like this, too. Because when the largest HR association steps back from addressing historical inequities, it leaves many employees without a powerful ally in creating truly fair and inclusive workplaces. This is not what good HR looks like. Good HR does not inflict and perpetuate harm. Good HR doesn't just serve the company—it serves the company's people. #humanresources #futureofwork #shrm #dei #management

😳 😭 😡 ^Emotional journey of HR professionals right now after SHRM decided to remove "equity" from its DEI, now D&I. "...when the largest HR association steps back from addressing historical inequities, it leaves many employees without a powerful ally in creating truly fair and inclusive workplaces." (from post shared below) Let's be honest though. SHRM is outdated. We need a better, people-focused institution to be the recognizable name in HR. Personally, I'm looking into Hacking HR and PeakHR. Would love other recommendations in the comments.

Such a great recap of some poor decisions (https://bit.ly/4bya2jK) being made by SHRM, the "leading" HR professional organization, and how it could impact the workplace. SHRM announced that it is changing its IE&D acronym to I&D and removing equity from its inclusion and diversity approach. They say they want to lead more with inclusion -- but inclusion doesn't happen without equity. They say equity still matters and will remain part of their work. So why the name change? Why reduce a key pillar of DEI work to a sub-bullet? I've seen several posts and comments today about HR folks canceling their SHRM members. I hope they're paying attention. #dei #humanresources #equitymatters