The Diversity Workforce Coalition (DWC) views SHRM's removal of "equity" from its diversity program as a regressive step that discounts the root causes of workplace inequality. We encourage SHRM to reaffirm its commitment to equity and work toward educating its members and the public about the crucial role of equity in creating truly inclusive and diverse workplaces. Our rationale/specific concerns:

1. Undermining progress: By removing "equity" from DEI, SHRM is effectively undermining years of progress in addressing systemic inequalities in the workplace. This move sends a message that equity is no longer a priority, which could lead to a regression in efforts to create fair and just work environments. We strongly recommend that organizations foster/conduct constructive conversations that lead to meaningful changes in the workplace.
2. Misunderstanding of equity: SHRM CEO Johnny Taylor Jr.'s claim that there's no common agreement on the meaning of equity is misleading. While there may be debates about specific implementations, the core concept of equity - ensuring fair treatment, access, and opportunities for all - is well-established in HR practices.
3. Yielding to political pressure: SHRM's decision appears to be a response to political backlash against DEI initiatives. By capitulating to this pressure, SHRM is prioritizing political appeasement over its responsibility to promote fair and inclusive workplaces.
4. Ignoring global perspectives: While SHRM cites US-centric concerns, it fails to consider that in other countries, such as Canada, equity remains a crucial component of diversity initiatives. This narrow focus undermines SHRM's claim to represent HR professionals globally.
5. Contradictory messaging: SHRM states it will continue to promote equity within its "inclusion" strategy. This raises questions about the sincerity and effectiveness of removing equity from the acronym while claiming to still address it.
6. Disregarding member feedback: The significant backlash from SHRM members and HR professionals indicates a disconnect between the organization's leadership and its constituents. This decision appears to prioritize external pressures over the expertise and values of its own members.
7. Potential for increased workplace inequity: By de-emphasizing equity, SHRM may inadvertently contribute to the perpetuation of workplace inequalities that DEI initiatives aim to address.
8. Misalignment with global trends: While SHRM moves away from equity, other organizations worldwide are emphasizing its importance. For instance, many Canadian institutions lead with "equity" in their EDI initiatives.
9. Oversimplification of complex issues: SHRM's suggestion that removing "equity" will address the "flaws" in DEI programs oversimplifies the complex challenges of creating inclusive workplaces.
10. Potential loss of credibility: As a leading HR organization, SHRM's decision may damage its credibility among professionals committed to comprehensive DEI efforts.

The DWC will continue to monitor this important matter and share updates with our members and interested parties.   To learn more about our organization, please visit: www.diversityworkforce.org.