“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
Thumbs down button please
Not only is this a bad move, it’s intriguing that SHRM is choosing to make such a statement about it. Many companies are very quietly doing this same thing from what I’ve seen, so I guess it’s helpful to know where the org stands. Now we can all go elsewhere to find thought leadership!
Inclusion & Diversity (I&D) without equity elevated and at the forefront of our strategies and tactics most likely will take organizations backwards!
In 1989 my dad was up for a VP position. The company in San Diego had 2 candidates. My white dad with an AA degree and a younger black man with BA degree and less experience. The job was given to the black man. My mom complained that it wasn't fair. However, my dad supported this younger man and devoted his energy to making sure he was successful. Eventually he did get that VP title. I learned a lot from him. We need a world with more people like him.❤️
What really prompted the change? What is the content focus going to be? Personally, without focusing on belonging, organizations can do inclusion and diversity dances all day long, but if people still don't believe they belong...nothing will change. No one wants tokenism. As Vernā Myers so wonderfully stated, "Diversity is being invited to the party, inclusion is being invited to dance." However, if my dance isn't accepted because it's different - then I won't feel I belong no matter how often I'm invited to the dance. I agree with Heather Bussing that equity is the heart of DEIB and she said being treated fairly, equitably is critical. For me belonging wraps it up in a whole package. Taking away the focus on equity and belonging doesn't change its significance. Dr. Tana M. Session Kelly Charles-Collins, Esq. - The Speaker Mogul
Where is meritocracy is this paradigm shift? There is a whole lot of mediocrity in corporate America. DEI ensures that the most qualified get hired, not just the most privileged and well-connected. #PomegranatePrinciple
Let's address the real challenges facing Diversity, Equity, Inclusion, and Belonging (DEIB) today. It's time to acknowledge the elephants in the room and have an open conversation about where DEIB initiatives have fallen short and why. We need to explore the practices that genuinely make a difference and discuss how we can elevate the standards for practitioners. While some changes may be well-intentioned, they can often be perceived as mere marketing or PR moves rather than substantive progress. We need to dig deeper and understand that simply rebranding or rearranging terms isn't a solution—it's a bandaid. Our goal should be to create meaningful and lasting change that goes beyond superficial fixes. Let's come together for a civil dialogue on how we can genuinely improve DEIB efforts for the benefit of all.
Equity is a hoax. Thank you for realizing it FINALLY.
Leadership Coach & Principal | The coach for new leaders | Diversity Equity Inclusion Belonging | Leadership Development | Speaker and Facilitator | Committed to supporting people and organizations do better
8moI've been sitting with the disappointment and anger and sadness that arose from this decision for over a week now. I'm just now able to share a few words. I have been a SHRM member for more than 30 years, beginning in a student chapter in college. I can honestly say I do not feel seen by SHRM, and it is evident SHRM does not see systemic inequities. With this decision of removing equity from SHRMs DEI programming, SHRM is minimizing the experiences of so many people who have felt othered for far too long. If our HR association is removing the emphasis from equity, where can employees find equity?