An Open Letter to SHRM: A Call for Genuine Leadership and Accountability
Dear Society for Human Resource Management (SHRM),
As HR professionals specializing in Diversity, Equity, Inclusion, and Belonging (DEIB), we feel compelled to express our profound disappointment in your organization's recent efforts—or lack thereof—in leading the charge for a better workplace. SHRM, as the world's largest HR professional society, has long held a monopoly in the HR field with your widely recognized certifications. However, it is disheartening to witness the current state of your influence, which seems more focused on maintaining this monopoly than driving meaningful change with proven metrics of HR success.
The Need for Genuine Leadership
In today's dynamic work environment, where DEIB issues are paramount, SHRM's leadership is urgently needed. Instead of being at the forefront of these crucial conversations and initiatives, SHRM appears to be lagging. Organizations across various sectors are grappling with significant challenges such as gender disparity, insufficient support for underrepresented groups, and inadequate DEIB policies. We need SHRM to be a proactive leader, not a passive observer.
Questionable Metrics and Unproven Impact
The certifications offered by SHRM have long been touted as the gold standard in HR, yet the metrics for their success and impact remain unproven. In an era where data-driven decisions are critical, the lack of transparency and concrete evidence of the effectiveness of SHRM's certifications is concerning. HR professionals and the organizations they serve deserve more than just a prestigious title; they deserve tangible, measurable results that demonstrate true competency and positive workplace outcomes.
Missed Opportunities for Leadership
In recent years, there have been numerous opportunities for SHRM to take a stand and drive meaningful change. From advocating for equitable workplace policies to providing resources for underrepresented groups, SHRM could have been a catalyst for a more inclusive and supportive work environment. Unfortunately, these opportunities seem to have been missed or inadequately addressed.
A Call for Action
This letter is not merely an expression of disappointment; it is a call to action. SHRM must step up and reclaim its role as a genuine leader in the HR community. Here are a few specific areas where SHRM can make a significant impact:
Comprehensive DEIB Initiatives: Develop and promote robust DEIB programs that address the unique needs of women and other underrepresented groups. Provide resources, training, and support to help organizations implement effective DEIB policies.
Support for Diverse Leadership: Launch initiatives aimed at supporting women and other underrepresented groups in leadership roles, including mentorship programs, leadership training, and networking opportunities.
Advocacy for Equitable Workplace Policies: Use your influence to advocate for policies that create a more inclusive and supportive work environment, such as flexible work arrangements, parental leave, and anti-discrimination laws.
Proven Metrics for Certification Success: Establish and share transparent, data-driven metrics that demonstrate the real-world impact and success of SHRM certifications. Ensure that these certifications translate into measurable improvements in workplace practices and outcomes.
SHRM, you have the power and the responsibility to drive positive change in the workplace. The HR community looks to you for leadership, guidance, and support. It is time to rise to the occasion, lead by example, and substantiate your influence with proven results. The future of the workplace depends on it.
