Top 100 HR Global HR Influencer | HRE's 2024 Top 100 HR Tech Influencers | Speaker | Future of HR
This is why you have to stop being part of SHRM: they are not, and will never be, the leaders in the HR space. I have said before that they are an embarrassment to the HR community. That's subjective, of course. What's objective is that they are a deadweight. SHRM will never lead the way. It never did. It can't. It is serving too many masters. Some of them that pay them big money to keep the status quo as-is. Unfortunately, I don't think HR is part of those "masters". Below is a quote from SHRM's President posted in a blog post today by Fortune. What he is saying is: "we gave up on equity. We chose what's easy. We chose to do what we were told to do. We cowered. We relinquished our mandate to lead the way for HR. We chose to play politics". This is the same guy who days before was talking about buffalos running into the storm (which, by the way, they don't...). Nah. SHRM is not running to the storm. SHRM is cowering in the shelter while the rest of us save HR and lead the way forward. You can scroll through years of my posts and you will find a common thread: I believe in the power of HR to become the trailblazer leading people and organizations forward; building more human-centered workplaces; creating cultures where people and business succeed together and not at the expense of each other; and where we can coexist and thrive together without destroying each other or the planet. HR can be that. but HR can't be that with SHRM. I respect the many people who have put love, passion, time, money, energy into creating dozens of SHRM-associated chapters; or who teach their courses; or who take their classes. For many of them, SHRM has been the only option. But it is not. There are many communities out there and people doing truly amazing things for HR. Ditch SHRM. Cancel your membership. Let your SHRM certification expire. Don't join their events. You have options now. Options created by leaders who truly believe in leading the way, becoming a trailblazer and moving HR forward. SHRM is the past. SHRM is obsolete. and SHRM will never have your back, or the back of the HR profession. If you are a member of SHRM and decide to stay a member, I respect you. But it is necessary that you do two things: 1. Demand accountability from SHRM, particularly financial accountability 2. Demand public debates about things that matter, especially if they are going to use their voice on your "behalf". If you choose to quit SHRM, I celebrate you for doing that. Let's move on, together.
I mean, if he's making decisions only based on what's polarizing or not, he should be seeing himself out. Ooooppppsss, did I say that out loud?
Robin Schooling
1mo
by his reasoning that "if you believe a particular component is polarizing..." (so stop working on it), there shouldn't have been folks fighting ("doing the work") for Civil Rights, Same-Sex Marriage, Women's Suffrage.... (you name it). Lots of "polarizing" issues in our history...doesn't mean you don't "do the work" to fix the wrongs and do the right thing....
Agree we need a more human centric approach and include employee effectiveness. And it means to take a stance. And also maybe its time to rebrand DEI altogether as it was too much misused for political debates. Maybe just People First. Or simply Workplace Effectiveness. And part of it to have a culture of belonging, respect differences and encourage various perspectives (and disagreements). Why? Because it's the right thing to do. And... Not doing it can cost millions or bankruptcy... Seeing all the corporate failures based on bad decisions at the top without critical dissent.
In an email to the SHRM Executive Network SHRM stated: “Equity is causing workplace divisiveness leading to polarization and hindering progress. We heard Equity is so polarizing that senior-level strategy discussions are derailing and employee-led trainings are being ignored simply because of the word. The legality of the concept is under question with increasing moral arguments of equality vs equity. In short, our research indicated workplaces are not making progress because of the E, which led to us making the strategic decision to lead with — and focus on — Inclusion & Diversity (I&D).” I still want to try to change SHRM from the inside. It is because of many wonderful HR Leaders in local SHRM Chapters who helped me get my start in HR as I was transitioning out of Higher Education.
Daniel Space 🏳️🌈
1mo
Well said. I’ve been shouting this from the rooftops for the last few years that they are outdated, myopic and more of a liability to HR than a benefit - this last decision now just completely reinforces that and how they’ve moved into dangerous.
Wendy Sellers
1mo
Bingo and well said. What he is saying is: "We gave up on equity. We chose what's easy. We chose to do what we were told to do. We cowered. We relinquished our mandate to lead the way for HR. We chose to play politics". Finally...people have MANY other options.
Great post! In my view, the entire SHRM organization and corporate HR was bastardized and ruined by Mr. Taylor and his pro-corporate partnership ideology. He has spent more time posting selfies and travelling on the membership's dime than at SHRM doing his job to ensure the HR function operates in a fair and equitable manner and is not biased in any way. Another professional organization CEO sell out.........
Kimberly P.
1mo
I was a SHRM member for over 20 years. As time went on, I realized that the ROI wasn't there for me. Obsolete is a good choice of words. Let my membership lapse about 10 years ago. No regrets. Seems that they're still going downhill.
Associate Professor of Business Administration at St. Norbert College. SNC Senate Speaker.
1moAsk 10 of your employees what diversity and inclusion means and you are going to get 10 different answers. What is this fictional agreement JCT speaks of?