SHRM Drops Equity: What This Means for Nonprofits

Recently, the Society for Human Resource Management (SHRM) announced it would be removing "equity" from its DEI framework. This decision has sparked significant discussion within the nonprofit sector. Understanding the implications of this change is vital for organizations committed to fostering inclusive and fair workplaces.

Image Credit: Robert Wood Johnson Foundation

Background on SHRM’s Decision

SHRM’s decision to drop equity from DEI marks a notable shift in its approach to diversity and inclusion. Traditionally, DEI initiatives focus on creating workplaces where diversity is valued, equity is ensured, and inclusion is practiced. Equity is particularly important as it aims to address and eliminate barriers to fair treatment and opportunities.

Implications for Nonprofits

Nonprofits often lead in advocating for and implementing DEI practices. SHRM's decision may impact how these organizations approach their own DEI strategies. Equity is not just a concept; it’s a critical component of many nonprofits' missions to serve diverse communities and address systemic inequalities. Without a focus on equity, DEI initiatives may overlook the need to address disparities in opportunities and outcomes.

The Importance of Equity in DEI

Unlike equality, which treats everyone the same, equity recognizes individual needs and barriers, providing the necessary resources to ensure equal opportunities for success. Studies show that equitable practices lead to better outcomes in organizational settings. By addressing specific needs and barriers, equity-driven policies can create a more supportive and productive environment for all.

Equity and the Future of Work

As we look to the future of work, especially with the rise of Gen Z entering the workforce, equity becomes even more crucial. This new generation values justice and fairness deeply and expects their employers to do the same. Equity practices lead to a more just world where the root causes of inequity are removed, and barriers no longer exist. By setting conditions that promote fairness and inclusion, organizations can attract and retain top talent from Gen Z, fostering a workplace culture that is innovative and resilient.

Responses from the Nonprofit Sector

The nonprofit sector has responded to SHRM’s decision with concern. Amira K.S. Barger from Edelman described the move as "sidestepping the uncomfortable but necessary work" and called it a "glaring betrayal" that would weaken DEI initiatives and hinder genuine progress (WorkLife). Ebony Wilkins from Cornell University expressed frustration, asking, “How then can SHRM say let's be civil to one another and in the next breath say we are going to focus only on Inclusion and Diversity? How can the expectation be civility when folks are DAILY experiencing blatant inequities in the workplace?” (HCAMag). Nika White, CEO and founder of Nika White Consulting, also expressed disappointment, noting that she has decided to withdraw her SHRM Inclusion Conference speaker proposal due to the decision, finding it misaligned with her values (Recruiting News Network).

Moving Forward

Nonprofits must continue to prioritize equity in their DEI efforts. Here are some actionable steps organizations can take:

1. Conduct Equity Audits: Regularly review policies and practices to identify and address disparities.

2. Provide Equity Training: Offer ongoing training focused on understanding and promoting equity.

3. Engage Stakeholders: Involve community members, staff, and stakeholders in equity and inclusion conversations.

4. Set Clear Goals: Define and communicate specific, measurable equity goals and track progress.

5. Allocate Resources: Ensure resources are dedicated to equity initiatives, including funding and staffing.

For nonprofits struggling to advance their DEI efforts, it's crucial to seek support and guidance. At The Collaborative Collective, we offer tailored consulting services and the Aspire Cohort program designed to help organizations navigate these challenges and achieve meaningful progress. Additionally, we recommend partnering with the Leadership Training Initiative, which specializes in supporting organizations with equity audits and training. You can learn more about their services on their website.

Call to Action

What are your thoughts on SHRM's decision? How is your organization addressing equity in its DEI efforts? Share your insights in the comments below. If your nonprofit is struggling to advance its DEI efforts, consider booking a consult with us or joining our Aspire Cohort. For more updates and insights on DEI and other nonprofit-related topics, subscribe to our newsletter and follow us on social media.