In a stunning step in the wrong direction, the Society for Human Resources Management (SHRM), the world’s largest HR association, has removed “Equity” from its “IE&D” framework. What message does this send, especially amid strong pushback against Diversity, Equity and Inclusion (DEI) efforts?
According to an article in HRD, “SHRM announced that it will now use the acronym ‘I&D’—standing for inclusion and diversity. The move follows reversing the letters of DE&I in response to political pushback and Supreme Court decisions in the US.”
This change has sparked backlash from HR and DEI professionals who view it as a retreat from addressing systemic inequalities. Critics, who have labeled the decision as “cowardly,” “shameful” and “misguided,” argue that the move will hinder productive discussions and dilute the impact of DEI initiatives.
Right-wing opposition to DEI, particularly in the US, has intensified, with some framing these programs as discriminatory against white individuals. Legal challenges and recent Supreme Court decisions have further fueled these debates. In response to public criticism, some companies, such as Best Buy and Starbucks, have scaled back their DEI efforts.
We expect SHRM to be a beacon of integrity and courage, so we, along with many others, are especially shocked and disappointed by this development. SHRM’s decision has led to significant criticism from its members, who feel the organization is prioritizing corporate interests over genuine employee well-being. Nearly 400 people have signed a petition against SHRM, urging professionals to cancel their memberships.
At SunShower Learning, we understand that equity, inclusion and diversity are three legs of a figurative stool. We’ve always believed and integrated this perspective into our training. Why? Because diversity without inclusion is superficial, and inclusion without equity is incomplete.
Diversity alone can be seen as a box-checking exercise, bringing a variety of people into an organization without creating an environment where everyone feels welcome and valued. Without inclusion, diverse employees may not feel they belong or can contribute fully, leading to disengagement and high turnover rates. Inclusion ensures that all voices are heard and respected, fostering a sense of belonging and collaboration. However, inclusion without equity fails to address the systemic barriers that prevent equal opportunities and outcomes for all employees. Equity goes beyond treating everyone the same; it involves recognizing and addressing the unique challenges faced by different groups and providing the necessary support and resources to ensure fair treatment and opportunities for success. Without equity, inclusion efforts may still fall short, as underlying disparities and biases remain unaddressed.
These days, high-profile attacks on DEI training tend to grab the headlines. However, what often goes unnoticed is the significant and ongoing positive work being done to drive meaningful change.
Despite the challenges and opposition they face, countless organizations and individuals are dedicated to advancing DEI initiatives. We support them with our work at SunShower Learning. These efforts include developing innovative training programs, implementing equitable hiring practices and fostering inclusive workplace cultures. As the research shows, companies that prioritize DEI reap the rewards of increased employee engagement, improved retention rates and enhanced innovation and creativity. There are many success stories of organizations that have made significant strides in DEI, demonstrating the positive impact of these efforts on both employees and business outcomes. These stories may not always make headlines, but they highlight the ongoing commitment and progress in creating more equitable and inclusive workplaces.
SHRM’s decision to eliminate “equity” from its framework is a regressive, disappointing step with potentially significant consequences. HR leaders and practitioners who are committed to genuine inclusion must continue to advocate for equity as an essential component of DEI. Addressing systemic inequities is crucial to creating truly inclusive workplaces where everyone has the opportunity to thrive.
As Effenus Henderson explained in his post, “SHRM’s Decision to Remove ‘Equity’ from DEI: A Critical Perspective,” Human resources (HR) is at the heart of many practices that can either promote or hinder equity in the workplace. From recruiting and selection processes to outreach and promotion practices, HR has the power to either uphold or dismantle systemic barriers. By removing “equity” from its core focus, SHRM undermines efforts to address these fundamental disparities. How can an organization truly be inclusive when its practices advantage some individuals while disadvantaging others?”
At SunShower Learning, we are passionately committed to promoting diversity, equity and inclusion through our skills-based training programs. We firmly believe that achieving true inclusivity requires a steadfast commitment to equity—ensuring fair opportunities and resources for all individuals, regardless of background or identity. By prioritizing equity alongside diversity and inclusion efforts, organizations can create environments where everyone not only feels valued and respected but also has equal access to opportunities for growth and success. Together, we can forge workplaces that serve as models of fairness and empowerment, driving lasting positive change in our communities and industries.