Key Players Consultancy Shares Strategies to Maintain the “Equity” Focus in Your DEI Programs

Perspective - SHRM’s Removal of Equity from its Framework

For many who may not be aware, the Society for Human Resource Management (SHRM) recently announced a significant change in its Diversity, Equity and Inclusion (DEI) framework, removing "equity" from its DEI (Diversity, Equity, and Inclusion) program.

According to SHRM’s CEO Johnny Taylor, this decision was made to address perceived flaws and societal backlash.  In spite of the stated intent, this decision has sparked widespread criticism from HR professionals and members of SHRM. This blog aims to objectively analyze the implications of this decision, its impact on human resource efforts nationally, and suggest proven steps for those in favor of maintaining an equity focus in their hiring practices, to consider.

Why does this matter?

SHRM sets industry best practices in human resource standards and also lobbies for legislation on issues like benefits policy, hiring, immigration, and taxes. Additionally, it offers its own certification programs often subsidized by companies for their employees.  According to Human Resource Director.com SHRM claims to represent about 340,000 members in 180 countries, affecting the lives of over 362 million workers and their families, to provide context.

In order to level set, let’s begin with a widely accepted definition of equity.  According to Merriam- Webster.com, Equity is a noun and refers to fairness or justice in the way people are treated, and especially freedom from bias or favoritism, as in governed according to the principle of equity.  Therein lies the reason it is critical to the mission of Diversity Equity and Inclusion Programs.

Understanding the Change

SHRM's decision to rebrand its DEI program as I&D (Inclusion and Diversity) is said to be part of a broader response to political pushback and recent Supreme Court decisions in the U.S. The organization argues that emphasizing inclusion first will address flaws in existing DEI programs and reduce polarization. However, critics argue that removing equity from the framework undermines efforts to create inclusive workplaces.

The Harmful Impact on HR Efforts

1. Reduction in Fairness and Opportunity: Removing the focus on equity can lead to the neglect of structural inequalities that many employees face. Equity ensures that all employees, regardless of their background, have access to the same opportunities, resources, and support. Without it, efforts to create a level playing field may falter.

2. Increased Polarization: Contrary to SHRM's intention, this move may increase polarization. Many HR professionals view equity as a critical component of fostering an inclusive workplace. Excluding it can be seen as yielding to external pressures.

3. Decreased Trust in HR Organizations: SHRM's decision has led to significant backlash, with some HR professionals threatening to cancel their memberships. This loss of trust in one of the largest HR associations could have long-term implications.

Steps to Preserve Equity Focus in Hiring Practices

For those committed to maintaining an equity focus despite SHRM's decision, there are several actionable steps to ensure that equity remains a core component of their hiring practices:

1. Educate and Train: Provide comprehensive training on the importance of equity in the workplace. Ensure that all employees understand what equity means and how it differs from equality. Highlight real-life examples and case studies to illustrate the impact of equitable practices.

2. Implement Equity Audits: Regularly conduct equity audits to assess and address disparities in hiring, promotions, and pay. Use the findings to develop targeted strategies to close gaps and ensure fair treatment for all employees.

3. Promote Transparent Practices: Foster transparency in hiring and promotion processes. Publicly share data on diversity and equity metrics and outline the steps being taken to improve these areas. This can build trust and demonstrate a genuine commitment to equity.

4. Develop Mentoring Programs: Establish mentoring and sponsorship programs to support the career advancement of underrepresented employees. These programs can provide valuable guidance, opportunities, and networks that help level the playing field.

5. Engage Leadership: Ensure that leadership is actively involved in equity initiatives. Leaders should model equitable behavior and be held accountable for progress in this area. Their commitment can drive a culture of equity throughout the organization.

6. Create Inclusive Policies: Develop and enforce policies that promote equity, such as flexible working arrangements, inclusive recruitment practices, and unbiased performance evaluations. Regularly review these policies to ensure they are effective and up to date.

Conclusion

SHRM's decision to remove "equity" from its DEI program has significant implications for human resource practices across the nation. While the organization aims to address perceived flaws, many DEI practitioners believe this move undermines efforts to create truly inclusive workplaces. For HR professionals committed to equity, it is crucial to take proactive steps to preserve the equity focus in their hiring practices. With intentionality, by educating employees, conducting equity audits, promoting transparency, developing mentoring programs, engaging leadership, creating inclusive policies, and regularly assessing data, organizations can continue to foster equitable workplaces that benefit all employees.