Pride in Our Workplace (PIOW)’s Post

The recent decision by the Society for Human Resource Management (SHRM) to remove “equity” from its DEI framework is a significant misstep. Equity is crucial for ensuring fairness and addressing systemic barriers that marginalized groups face. Without it, efforts to create truly inclusive workplaces fall short. This move undermines decades of research and progress in DEI, highlighting the need for continued focus on equity to foster fair and just work environments.

"The Society for Human Resource Management (SHRM) has decided to remove 'equity' from its inclusion, equity, and diversity (IE&D) framework, now promoting 'inclusion and diversity' (I&D) instead. This decision sets a dangerous precedent that flies in the face of decades of research about DEI in the workplace. It undermines efforts to create equitable workplaces and ignores the vital role of equity in fostering fairness and addressing systemic barriers faced by marginalized groups. Instead of scaling back their focus on equity, companies should: 1) Commit to achievable equity goals; 2) Implement and track evidence-based DEI policies and practices; and 3) Establish accountability and transparency." https://lnkd.in/gQA6AdTC #deiintheworkplace #DEI #equitableworkplaces

I believe that everyone deserves to be treated fairly and with dignity and respect. Creating and nurturing workplaces that are diverse, equitable, and inclusive is essential, not aspirational. Equity means providing fair treatment, access, opportunity, and advancement for all individuals, while actively working to identify and dismantle the barriers that have historically impeded the full participation of certain groups. This process requires us to acknowledge, confront, and address historical and systemic inequalities, ensuring that personal or social circumstances -- such as race, gender, identity, orientation, age, ability, spiritual/religious beliefs, or socio-economic status -- do not obstruct anyone’s potential. This article addresses why organizations should not scale back their focus on equity. Instead, it explains how they should: - Commit to achievable equity goals. - Implement and track evidence-based DEI policies and practices. - Establish accountability and transparency. #equityisessential https://lnkd.in/eNTz7gPK

I believe that everyone deserves to be treated fairly and with dignity and respect. Creating and nurturing workplaces that are diverse, equitable, and inclusive is essential, not aspirational. Equity means providing fair treatment, access, opportunity, and advancement for all individuals, while actively working to identify and dismantle the barriers that have historically impeded the full participation of certain groups. This process requires us to acknowledge, confront, and address historical and systemic inequalities, ensuring that personal or social circumstances -- such as race, gender, identity, orientation, age, ability, spiritual/religious beliefs, or socio-economic status -- do not obstruct anyone’s potential. HBR's article addresses why organizations should not scale back their focus on equity. Instead, it explains how they should: - Commit to achievable equity goals. - Implement and track evidence-based DEI policies and practices. - Establish accountability and transparency. hashtag #equityisessential https://lnkd.in/e57qX69F

Dr. Enrica Ruggs & Dr. Oscar Holmes IV wrote a recent piece for Harvard Business Review (August, 2024) about how dropping the "E" in "DEI" is not only a mistake, but a move in the wrong direction. Here are the top ten takeaways from the article: 1. The Society for Human Resource Management (SHRM), the world's largest HR professional society, has decided to remove "equity" from its diversity and inclusion framework, which the authors argue is a mistake. 2. Equity is essential for creating fair workplaces and should not be abandoned in favor of only focusing on inclusion and diversity. 3. Equity often requires treating people differently to account for barriers faced by marginalized groups, which can make some uncomfortable but is necessary for fairness. 4. High levels of inclusion and diversity do not automatically ensure equitable practices or outcomes. 5. Focusing solely on inclusion without equity can lead to identity-blind policies, which can perpetuate discrimination and stereotyping. 6. There is no evidence that equity, rather than diversity or inclusion, is the cause of societal backlash against DEI initiatives. 7. Organizations should commit to achievable equity goals, implement evidence-based DEI policies, and establish accountability and transparency. 8. Standardizing hiring and promotion processes, such as using structured interviews, can reduce bias and lead to more equitable outcomes. 9. Chief diversity officers and diversity task forces can be effective in improving diversity and holding organizations accountable. 10. The authors argue that removing equity from DEI frameworks is regression, not progress, and warn against losing ground on civil rights gains. Christopher Bylone van Sandwyk, global head of belonging, inclusion, diversity, equity and accessibility for Krispy Kreme stated, “By removing it, SHRM sends a message that the structural inequalities and systemic barriers many individuals face are not worth addressing” (Forbes, July 28, 2024). https://lnkd.in/g75wDRt9 #dei #diversity #equity #inclusion

Reflecting on a recent article from Harvard Business Review titled “Why Dropping the E in DEI Is a Mistake,” it’s clear that the decision by the Society for Human Resource Management (SHRM) to move from "IE&D" (Inclusion, Equity, and Diversity) to simply "I&D" (Inclusion & Diversity) overlooks a crucial component—equity. Equity is the backbone of any meaningful DEI strategy. Without it, efforts to foster inclusion and diversity are likely to falter. Equity ensures that the systems and structures within organizations are fair and just, creating an environment where diverse voices cannot only be included but also thrive. Removing equity from the equation risks perpetuating the very disparities DEI initiatives aim to dismantle. As we strive for progress, it’s vital that we uphold the commitment to equity, alongside inclusion and diversity, to truly create spaces where everyone can succeed. #DEI #Equity #Inclusion #Diversity #Leadership #HR #OrganizationalCulture #SHRM

The Society for Human Resource Management (SHRM) has decided to remove “equity” from its inclusion, equity, and diversity (IE&D) framework, now promoting “inclusion and diversity” (I&D) instead. This decision sets a dangerous precedent that flies in the face of decades of research about DEI in the workplace. It undermines efforts to create equitable workplaces and ignores the vital role of equity in fostering fairness and addressing systemic barriers faced by marginalized groups. Instead of scaling back their focus on equity, companies should: 1) Commit to achievable equity goals; 2) Implement and track evidence-based DEI policies and practices; and 3) Establish accountability and transparency.

Need the E in DEI Achieving equity often requires treating people differently, accounting for barriers that employees from marginalized groups encounter that those from advantaged groups don’t. Equity is about changing biased structures, policies + processes to give marginalized employees the same opportunities + access to resources that their peers from advantaged groups get. Not all are aware of the bias, discrimination, or disadvantages they face, so it’s not uncommon for some to feel included in the workplaces, yet still be treated unfairly. Read more: https://lnkd.in/gRQ2DF_Z

Leaders, was dropping "E" from DEIB framework the right move or decision from SHRM? Worth a thought ! The Society for Human Resource Management (SHRM) has decided to remove “equity” from its inclusion, equity, and diversity (IE&D) framework, now promoting “inclusion and diversity” (I&D) instead. This decision sets a dangerous precedent that flies in the face of decades of research about DEI in the workplace. It undermines efforts to create equitable workplaces and ignores the vital role of equity in fostering fairness and addressing systemic barriers faced by marginalized groups. Instead of scaling back their focus on equity, companies should: 1) Commit to achievable equity goals; 2) Implement and track evidence-based DEI policies and practices; 3) Establish accountability and transparency #DEIB # #equitymatters #equity

#SHRM's decision to drop the "E" from DEI is not only wrong, it's an utter capitulation to forces in America that are seeking to set our country back 60 years or more. Rather than capitulating, #SHRM should be spending its time EDUCATING people as to what equity means, and what it doesn't mean. Additionally, #SHRM should be clearly and loudly making the point that a focus on equity is a win for everyone NOT just women and minority groups. Instead, #SHRM has decided, like some others in corporate America, to retreat rather than lean further into DEI. It's my hope that courageous and forward thinking companies and their HR personnel will ignore #SHRM's decision.