Jason Teoh, FCPHR 🏳️‍🌈’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

Have you seen the latest from SHRM, as it relates to their new approach to DEI? This article from Forbes provides great insight on the implications of SHRM's new approach. Here is an excerpt "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." #shrm #equity #dei #hr

Dear SHRM, How did you land up here? How? How do you, with a straight-ish face, propose to support HR practitioners as they seek to encourage their organizations' attempts at creating fairness in the workplace? What's the route to fairness without an E? The route becomes a rout without an e; "a disorderly retreat of defeated troops". Sounds about right. HR people have long fought to have a "seat at the table", but y'all, all tables aren't created equal. Sometimes it's better to stand up and walk away. Whatever table meeting at SHRM generated the piece of bilge about DEI, was a table that sensible people should have left. Look, I understand the insecurities of the HR professional. I am one - both an HR professional and a sometimes insecure one. We worry, not without cause, that our roles are easily eliminated. We are cost centers, not revenue centers and we sometimes fear telling the truth lest it put us on the outs with the powers that be. "What good is it to be right", we sometimes think, "if the end result will be the bread line?" And so, grateful for the opportunity to be seated in coveted seats at important tables, we find ourselves nodding and going along with retrogressive nonsense. I get it. That works for a while, but we should never forget the long-term impact of sacrificing our reputations on the altar of someone else's sketchy ambitions. (see Colin Powell) That the good people of SHRM would offer that the word "equity" should be elided from DEI, and that they would do so in the very week of Black women's Equal Pay Day (July 9), boggles the mind, but does not really shock the spirit. This is very much on brand for the anti-DEI brigade. I'm not even really shocked that the brigade has a platoon in SHRM. This is the same organization that had some performative "sign the pledge'' initiative in the wake of the death of George Floyd. My, how the times have changed! SHRM now says that it will focus instead on D&I minus the E because "current shortcomings of DE&I programs [sic] have led to societal backlash and increasing polarization”. Ah yes, it is the "shortcomings" of such programs that have "led to societal backlash" and not our unwillingness to (i) tell the truth about America, past and present, or to (ii) dwell in the discomfort that truth creates and find a better, more equitable, way forward. Nope, it couldn't be that. It must be the "shortcomings". Well, SHRM, y'all have instructional design teams, have you not? If the "comings" are so "short", why not get cracking and develop some new material? I guess you're too busy trimming your sails to suit current winds. Got it.

What?!? What is going on?? I find the recent decision by the SHRM to drop "equity" from its DEI strategy deeply concerning. Equity is not just a buzzword—it's a fundamental principle that ensures everyone has a fair chance to succeed. Equity addresses the unique needs and challenges that individuals face, providing the necessary support and resources to create a level playing field. Without equity, inclusion and diversity efforts fall short, as they fail to recognize and address systemic barriers and disparities. SHRM's decision comes at a time when more companies are rethinking or abandoning their DEI commitments. This shift is a response to the backlash against DEI initiatives, but it's a step in the wrong direction. Removing equity from the equation undermines the very foundation of these efforts. It sends a message that addressing inequalities is less important, which can have detrimental effects on marginalized communities. While inclusion is crucial, it cannot stand alone. Inclusion means creating environments where everyone feels welcome, but without equity, not everyone has the same opportunity to thrive. This decision by SHRM, a leading HR organization, could embolden those who want to eliminate DEI work entirely. This is particularly concerning given the persistent inequalities that still exist in many workplaces. For DEI strategies to be effective, they must be comprehensive and robust. Equity is non-negotiable—it's about providing the necessary support for all employees to succeed, regardless of their background or circumstances. We should be moving forward, not backward. Period. #EquityMatters #DEI #SHRM #Workplace #Employees #Employers #ProgressNotRetreat

The decision by the Society for Human Resource Management (SHRM) to eliminate "Equity" from its DEI (Diversity, Equity, and Inclusion) framework and shift to an "Inclusion and Diversity" (I&D) focus is a grave misstep that warrants vehement criticism. This change, announced with the purported intent of fostering "holistic change" and reducing "divisiveness," instead appears as a retreat from a fundamental commitment to equity that is essential in addressing systemic disparities in the workplace. Equity is not a nebulous or extraneous concept in the DEI lexicon; it is a cornerstone that ensures fair treatment, access, opportunity, and advancement for all employees. By sidelining equity, SHRM is diminishing the fight against ingrained inequalities and signaling a troubling shift towards a more superficial engagement with diversity and inclusion issues. SHRM CEO Johnny Taylor's justification—that confusion surrounding the term "equity" and its divisiveness in training contexts prompted this change—falls flat. The confusion cited is less an indictment of the term itself and more a reflection of the need for better education and communication around its significance. Abandoning equity because it is challenging to define or because it generates debate is an abdication of responsibility. Critics rightly highlight that this decision is a step backward. Without equity, can we truly claim to be advancing DEI work? Furthermore, SHRM's action may embolden other organizations to similarly dilute their DEI commitments, thereby undermining the progress made in recent years. In the current climate, where anti-DEI sentiments are gaining traction, SHRM's decision appears as a capitulation rather than a principled stand. By prioritizing inclusion—an inherently more palatable and less contentious term—over equity, SHRM may be seen as yielding to external pressures rather than upholding the integrity of its mission. SHRM's rationale that emphasizing inclusion will lead to "universal or near-universal agreement" misses the mark. True inclusion cannot be achieved without equity; inclusion efforts are hollow without addressing the specific needs and barriers faced by marginalized groups. The social media backlash from HR professionals and DEI experts underscores the deep dissatisfaction and concern within the community. This decision risks alienating dedicated DEI advocates and undermining the trust and credibility SHRM has built over the years. SHRM's decision to exclude equity from its DEI framework is a regressive and disappointing development. The organization must reconsider this stance and reaffirm its commitment to equity as an integral component of diversity and inclusion efforts. Only through a holistic and unwavering commitment to DEI, including equity, can SHRM truly advance its mission and support meaningful change in the workplace. #equity #shrm #letdefygravity

‘A deeply unequal act:’ HR execs alarmed by SHRM’s decision to drop the ‘E’ from ‘DE&I’ - WorkLife   Listen to these executives voice their concerns about SHRMs decision to remove the "Equity" from DEI. This is an article today. Does any of this resonate with you?   This resonates with me. "And taking the word out of the work takes accountability and awareness with it. How can an organization prioritize systemic change if it doesn’t even name the thing it’s trying to change?" Janet. M Stovall   If you're wondering why the changes to DEI occurred, consider examining the political affiliations, sponsors, and board members of the organizations involved. These factors often influence decisions and can shed light on the motivations behind such changes.   FYI Trump appointed Johnny Taylor Jr., as chairman of the president’s board of advisors for historically black colleges and universities (HBCUs) in 2018.   https://lnkd.in/ge_7yEQt https://lnkd.in/gQXmKHEK #SHRM #DEI #AntiDEI #AntiLGBT #SocialJustice #DEIAB #Diversity #Inclusion #Equality #EqualPay #PayEquity #Equity #SocialJustice #DiversityAndInclusion #DiversityMatters #Equity #Inclusion #Antiracism #DiversityTraining #Diversity #Inclusion #Equity #InclusiveLeadership #AntiRacism #Bias #SocialJustice #Intersectionality #Belonging #CulturalCompetence #ImplicitBias #Microaggressions #SystemicRacism #UnconsciousBias #WorkplaceDiversity #InclusiveCulture #DiversityTraining #Disability #Accessibility #Inclusion #DisabilityRights #ADA #SpecialNeeds #Disabled #InclusiveDesign #DisabilityPride #AccessibilityMatters #disabilityinclusion #HumanResources #HR #LearningAndDevelopment #Training #eLearning #InstructionalDesign #CorporateTraining 

The decision by the Society for Human Resource Management (SHRM) to eliminate "Equity" from its DEI (Diversity, Equity, and Inclusion) framework and shift to an "Inclusion and Diversity" (I&D) focus is a grave misstep that warrants vehement criticism. This change, announced with the purported intent of fostering "holistic change" and reducing "divisiveness," instead appears as a retreat from a fundamental commitment to equity that is essential in addressing systemic disparities in the workplace. Equity is not a nebulous or extraneous concept in the DEI lexicon; it is a cornerstone that ensures fair treatment, access, opportunity, and advancement for all employees. By sidelining equity, SHRM is diminishing the fight against ingrained inequalities and signaling a troubling shift towards a more superficial engagement with diversity and inclusion issues. SHRM CEO Johnny Taylor's justification—that confusion surrounding the term "equity" and its divisiveness in training contexts prompted this change—falls flat. The confusion cited is less an indictment of the term itself and more a reflection of the need for better education and communication around its significance. Abandoning equity because it is challenging to define or because it generates debate is an abdication of responsibility. Critics rightly highlight that this decision is a step backward. Without equity, can we truly claim to be advancing DEI work? Furthermore, SHRM's action may embolden other organizations to similarly dilute their DEI commitments, thereby undermining the progress made in recent years. In the current climate, where anti-DEI sentiments are gaining traction, SHRM's decision appears as a capitulation rather than a principled stand. By prioritizing inclusion—an inherently more palatable and less contentious term—over equity, SHRM may be seen as yielding to external pressures rather than upholding the integrity of its mission. SHRM's rationale that emphasizing inclusion will lead to "universal or near-universal agreement" misses the mark. True inclusion cannot be achieved without equity; inclusion efforts are hollow without addressing the specific needs and barriers faced by marginalized groups. The social media backlash from HR professionals and DEI experts underscores the deep dissatisfaction and concern within the community. This decision risks alienating dedicated DEI advocates and undermining the trust and credibility SHRM has built over the years. SHRM's decision to exclude equity from its DEI framework is a regressive and disappointing development. The organization must reconsider this stance and reaffirm its commitment to equity as an integral component of diversity and inclusion efforts. Only through a holistic and unwavering commitment to DEI, including equity, can SHRM truly advance its mission and support meaningful change in the workplace.

SHRM, a leading HR professional organization, no longer uses the term “equity.” The organization will instead use I & D, inclusion, and diversity. SHRM's president, Johnny C. Taylor Jr., said confusion over the definition of “equity” was becoming a decisive issue. This is disappointing for me as a professional dedicated to DEIB. Inclusion and diversity without equity may lead to tokenism and unaddressed systemic barriers, such as unequal access to resources, opportunities, and support. Failure to implement equitable practices may also damage an organization’s reputation if its diversity and inclusion efforts are seen as disingenuous or discriminatory. What are your thoughts? Can an organization achieve inclusion and diversity without equity? Is SHRM slowly walking back its DEI efforts? #UMDIOChallenge

Including diverse individuals in inequitable workplaces is more harmful than ending DEI efforts altogether. In case you missed it, SHRM just ditched the ‘E’ in their version of DEI, abandoning equity work because it doesn’t fit their agenda. I’m not at all surprised or even really outraged, but I do think it’s worth noting why this is so problematic. 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. I would rather SHRM just lose all three. They have shown time and time again that they have no expertise in diversity, equity, and inclusion work, and their approach to HR could better be described as homogenous, inequitable, and exclusive. Their existence causes real harm by perpetuating systemic inequities and undermining true DEI efforts. But this is exactly why I do the work I do. I believe in equitable HR. I even started a collective called Equitable HR Guild to create more resources based on this approach. Fun fact, it actually started as an idea I jotted down in my Notes app to create “the anti-SHRM.” My commitment to equity isn't going anywhere because I believe it is foundational to allowing individuals to thrive in all aspects of their lives, particularly in the workplace, which has historically been profoundly harmful especially to historically marginalized folks. So if you're fed up with inequitable and damaging HR practices being pushed on you, you're not alone. Let's build a better way.

SHRM dropping the "E" from DEI? What a cop-out. Claiming people don't understand equity is insulting and, frankly, BS. Equity is not confusing—it demands real, fundamental change, and that's scary for those in power. This isn't about "clarity," it's about caving to anti-DEI backlash. SHRM should lead the charge for workplace fairness, not retreat at the first sign of pushback. Equity isn't a "distraction." It's the whole damn point. Without it, diversity and inclusion are just window dressing. To every HR professional, DEI, and equity consultant: Don't follow SHRM's lead. Keep fighting for true equity. Our workplaces, and our society, depend on it. #EquityMatters #SHRMSellout #KeepTheE #Equity