SHRM's decision to invite Robby Starbuck to speak at Blueprint 2025 sparks concern about DEI values.

💡 SHRM Microlearning: Standing Against Racism in the Workplace As HR professionals, our role goes beyond compliance — it’s about creating spaces where everyone feels valued, respected, and safe. Here’s today’s quick SHRM prep insight: 🧠 Key Concept: Systemic racism isn’t always overt it can appear in hiring patterns, pay gaps, or “culture fit” justifications. HR’s responsibility is to recognize and correct these inequities through data, policy, and accountability. 📘 SHRM Practice Question: A manager hires candidates who all share a similar racial background, citing “team fit.” What should HR do first? A) Allow it if performance stays strong B) Conduct a hiring pattern and bias audit C) Send managers to diversity training D) File a complaint with the EEOC ✅ Answer: B Review the data first. Evidence-based action supports fairness and sustainable DEI growth. 💬 Reflection: True inclusion starts when we move from awareness to accountability. Let’s keep learning, questioning, and shaping workplaces that celebrate diversity in every form. #SHRM #HR #Inclusion #AntiRacism #Leadership #MicroLearning #ProfessionalGrowth

Historically, both my research and experience show that HR has often treated DEI as a stepchild—an afterthought rather than a strategic priority. The field has long struggled to balance fair and equitable treatment of employees with leadership’s bottom-line goals. Too often, compliance with EEO regulations is seen as “good enough,” while DEI is relegated to areas HR didn’t want to invest in—like diversity training. It’s no surprise, then, that SHRM is revealing the true nature of HR’s relationship with DEI. When the political pendulum began to swing toward anti-DEI sentiment, the organization adapted with remarkable ease. That’s why the accredited Diversity Training University International (DTUI) is introducing a forward-thinking HR certification program—one that centers Inclusion Competency as the foundation for effective human resource leadership. Beginning Spring 2026, DTUI will launch an instructor-led, four-course Basic HR Certification, followed by a two-course Advanced HR Certification in Winter 2026. Unlike traditional test-based certifications, our program focuses on building real-world competencies—skills essential for advancing organizational success while taking care of its people. Gregory Stinyard, PhD, MS, MBA Kathy Simonis, CDP, CDIR, DEI Leader, Board Member #shrm #dei #backlash #retreat https://lnkd.in/e4uA3wFr

Historically, both my research and experience show that HR has often treated DEI as a stepchild—an afterthought rather than a strategic priority. The field has long struggled to balance fair and equitable treatment of employees with leadership’s bottom-line goals. Too often, compliance with EEO regulations is seen as “good enough,” while DEI is relegated to areas HR didn’t want to invest in—like diversity training. It’s no surprise, then, that SHRM is revealing the true nature of HR’s relationship with DEI. When the political pendulum began to swing toward anti-DEI sentiment, the organization adapted with remarkable ease. That’s why the accredited Diversity Training University International (DTUI) is introducing a forward-thinking HR certification program—one that centers Inclusion Competency as the foundation for effective human resource leadership. Beginning Spring 2026, DTUI will launch an instructor-led, four-course Basic HR Certification, followed by a two-course Advanced HR Certification in Winter 2026. Unlike traditional test-based certifications, our program focuses on building real-world competencies—skills essential for advancing organizational success while taking care of its people. Gregory Stinyard, PhD, MS, MBA Kathy Simonis, CDP, CDIR, DEI Leader, Board Member #shrm #dei #backlash #retreat https://lnkd.in/e4uA3wFr

A recent survey shows that while public support for DEI as a business priority has dipped, the majority of Americans still back it. Fewer people think companies are actually doing a good job, highlighting the need for authentic, measurable action over just statements. Interestingly, the survey also found that more people now expect companies to take a public stance on DEI issues, suggesting that visibility still matters but only when it's paired with meaningful results. This reinforces that organizations need to focus on embedding inclusion into their culture and business practices, not just messaging. For HR and talent leaders, the takeaway is clear: DEI efforts need to be embedded into business practices and backed by real impact. Read more here: https://lnkd.in/g5hiyRaH This LinkedIn activity is a component of my #TotalRewards course with Emily Douglas-McNab as part of the Masters of #HR program The Ohio State University Fisher College of Business. I’m eager to connect with others interested in building inclusive workplaces that drive real value. #DEI #HRLeadership #TalentStrategy #Inclusion #WorkplaceCulture #HRAnalytics

🚀 Equity: Fairness as the Ultimate Fuel for Performance The past few lectures have really clarified something fundamental about building successful organizations: it all comes down to equity in the workplace ⚖️. It's easy to think of fairness as just a compliance issue, but it's actually the most potent catalyst for high performance. Think about it: when people genuinely feel they are treated fairly - in opportunities, compensation, recognition, or access to resource - they don't just show up, they invest. Their engagement and productivity soar 📈. That feeling of fairness builds trust in the leadership and the company, which in turn significantly reduces turnover and encourages real innovation. An equitable workplace isn't passive; it champions transparency, actively works to address biases, and makes sure everyone has a real chance to succeed , regardless of who they are. This isn't just "good HR"; it's a strategic move that directly impacts the bottom line. It creates a positive culture where teams actually want to collaborate. A huge thank you to Dr. Sakshi Mann for her insightful lectures on this topic. She made the profound connection between equity and sustainable organizational performance so incredibly clear. Her teachings have been a massive takeaway for me. #Equity #WorkplaceFairness #HR #OrganizationalSuccess #Performance #Inclusion #Diversity #EmployeeExperience"

Rethinking Retention in Public Service Public sector organizations often face unique challenges in retaining top talent. Beyond pay scales, the true retention driver lies in how valued employees feel within the mission. When HR professionals align recognition programs with meaningful contributions — not just years of service — engagement skyrockets. Public employees thrive when their efforts are tied to visible community outcomes, not just internal metrics. As HR leaders, we must explore what belonging looks like across generations. Gen Z seeks mentorship and purpose; Millennials value flexibility; and veteran employees crave acknowledgment for institutional wisdom. Bridging these expectations takes listening, empathy, and transparent dialogue. Data shows that employees who receive consistent, mission-aligned feedback are 3.5 times more likely to stay long-term. Retention isn’t about keeping everyone — it’s about cultivating a culture where the right people want to remain. Let’s make public service a place where dedication feels like destiny, not duty. #PublicSectorHR #EmployeeRetention #HRLeadership #PSHRANC #EngagementMatters

I attended the SHRM Blueprint Conference this week and was deeply disappointed to see Robby Starbuck headline the main panel discussion. He described equity as a “Marxist concept.” As a DEI practitioner, I find that characterization offensive and profoundly misleading. Our work is not about ideology or politics—it’s about building inclusive and equitable workplaces where everyone can thrive. However, sadly, this tracks for SHRM. By quietly removing the “E” for Equity from its DEI framing, rebranding what was once the “Inclusion” conference to “Blueprint”, and now featuring speakers whose views run counter to the values of belonging and respect our profession upholds, SHRM is signaling a shift — and not one that aligns with the inclusive future we as DEI practitioners strive for. These choices send a clear and disappointing message about where SHRM is positioning itself—and, frankly, about the voices it’s choosing to elevate. There’s been a clear change in the values and direction for SHRM, an organization that claims to champion workplace equity and inclusion, this direction feels both disheartening and misaligned with the very principles HR is meant to stand for. #SHRM #BlueprintConference #DEI #Equity #Leadership #Inclusion

Diversity, Equity, and Inclusion: From Buzzwords to Business Imperative In today's global marketplace, diversity, equity, and inclusion (DEI) are no longer optional initiatives—they're essential drivers of innovation, performance, and competitive advantage. Organizations with strong DEI practices consistently outperform their peers in creativity, employee engagement, and financial results. At Momentous Resources Limited, we help organizations move beyond surface-level diversity to create truly inclusive cultures where every employee can thrive. Here's why DEI matters: Innovation and Creativity: Diverse teams bring varied perspectives, experiences, and problem-solving approaches, leading to more innovative solutions and better decision-making. Talent Attraction and Retention: Top candidates actively seek employers committed to DEI. Organizations with strong reputations in this area have significant advantages in recruiting and retaining exceptional talent. Employee Engagement: When employees feel valued, respected, and included regardless of their background, they're more engaged, productive, and committed to organizational success. Market Understanding: Diverse workforces better understand and serve diverse customer bases, leading to improved products, services, and market reach. Business Performance: Research consistently shows that companies with diverse leadership teams achieve better financial performance and are more resilient during challenges. Building an inclusive workplace requires intentional effort—from recruitment and hiring practices to leadership development, policy design, and cultural transformation. It's not a one-time initiative but an ongoing commitment embedded in every aspect of your organization. Ready to strengthen your DEI initiatives? Let's discuss how Momentous Resources Limited can help you build truly inclusive cultures that unlock the full potential of your diverse workforce. #DiversityAndInclusion #DEI #MomentousResources #InclusiveWorkplace #DiversityMatters #EquityInTheWorkplace #InclusiveCulture #TalentDiversity #OrganizationalDevelopment #WorkplaceDiversity #InclusiveLeadership #CultureTransformation #HRStrategy #BelongingAtWork

Far from words on a wall, your organisation's values should shape your team's everyday behaviour. Ashling’s great advice: write them in plain language that sounds like you—and wire them into hiring, rewards and reviews.

I attended the SHRM session recently, and one insight that really struck me was the growing threat of political views in the workplace. It’s something we don’t often talk about openly, yet it’s quietly reshaping how people relate to one another at work. In today’s increasingly polarised climate, political opinions have become a new dividing line. What used to be spaces for collaboration and shared purpose are now, at times, turning into arenas of ideological caution. I’ve seen and heard from others how employees feel the pressure to stay silent or conform to the dominant narrative just to protect their reputation or relationships. This kind of environment slowly chips away at trust and psychological safety, two things that are essential for any healthy workplace. We need to find a way past this. Respectful dialogue should never feel dangerous. As HR professionals, our role is to create a space where differences can exist without fear, where people can disagree yet still work together with dignity and understanding. We need to move forward by encouraging open, balanced conversations and rebuilding the kind of trust that allows authenticity to thrive again at work. #SHRM #Leadership #HR #WorkplaceCulture #PsychologicalSafety #RespectAtWork