Thank you for visiting and Welcome to the INSHRM Diversity Page
“We believe the HR community is in a unique position, better than any other profession on the planet, to make real change for employees. Talent Acquisition specialists must ensure we are intentional about recruiting from diverse pools of talent. Employee Relations/Generalist experts must do their part to ensure every employee has a positive work experience and feels included. Those in Compensation and Benefits can work to remunerate employees equitably, addressing gender and racial disparities. And Inclusion & Diversity professionals should play a critical role in ensuring organizational accountability by equipping People Managers with resources and tools to effectively manage an increasingly diverse workforce.
We hold ourselves accountable to real action on behalf of our employees, our members, the HR profession, and workplaces around the world to root out bias in favor of fairness for all.”
Subject: INSHRM: Our Continued Commitment to Equity as a Core Pillar
Dear INSHRM members,
We hope this message finds you well. We are writing to address a significant recent development within our professional community as it relates to Diversity, Equity, and Inclusion. As you may be aware, in June at the national SHRM conference, and then again on LinkedIn on July 12th, SHRM announced its decision to remove ‘Equity’ from the DEI reference and focus on Inclusion and Diversity (I&D) moving forward, with the reasoning that equity would be encompassed within the Inclusion pillar. The intent by SHRM with this action was to remove confusion in order to better carry out the work in this space.
We understand SHRM's rationale for this shift and want to clarify that SHRM is not requiring affiliates, like INSHRM, to follow suit. Each affiliate is encouraged to choose the course that best serves its members. At INSHRM, we believe that maintaining a strong commitment to Equity as a separate pillar remains critical to fostering truly inclusive workplaces.
Below are some examples of Equity practices in the workplace that we as HR professionals can continue to support equity within our organizations:
• Conduct Regular Equity Audits: Regularly review your organization's policies, practices, and outcomes to identify and address any disparities. This includes pay equity analyses, accessibility, promotion rates, and access to professional development opportunities.
• Implement Inclusive Recruitment Practices: Ensure that your recruitment processes are designed to attract a diverse pool of candidates. This includes using inclusive language in job postings, diverse hiring panels, and unbiased interview processes.
• Provide Equitable Opportunities for Growth: Develop mentorship and sponsorship programs that support underrepresented employees in their career development. Ensure equitable access to training, leadership programs, and other professional development resources.
• Foster an Inclusive Workplace Culture: Create a culture where all employees feel valued and included. This includes promoting open dialogue, encouraging employee resource groups, and providing regular DEI training for all staff.
• Measure and Report Progress: Establish clear metrics for DEI initiatives and regularly report on progress. Transparency in your efforts and outcomes helps build trust and accountability.
• Ensure Fair Compensation Practices: Regularly review and adjust compensation practices to ensure fair pay for all employees, considering factors such as role, experience, and performance, without bias.
• Address Bias and Discrimination Promptly: Develop clear policies and procedures for addressing bias and discrimination. Ensure that all employees know how to report concerns and that reports are handled promptly and fairly.
We are committed to supporting our members in implementing these and other practices and advancing equity within our organizations. If you have any questions or need additional resources, please do not hesitate to reach out to us. Thank you for your continued dedication to fostering diverse, equitable, and inclusive workplaces. Together, we can help create environments where everyone can thrive.
Roy Rangel, INSHRM Diversity Director
- Creativity- employees from all sorts of different backgrounds get to learn from their colleagues’ experiences from a different perspective. With so many different and diverse minds coming and working together, many more solutions will arise as every individual brings in their personal way of thinking, operating and solving problems and making decision. According to Josh Bersin’s research, inclusive companies are 1.7 times more likely to be innovation leaders in their market.
- Improved employee engagement- When your employees are sharing their personal experiences when they were in high school or what each or every festive season meant to them, they have built a trusting relationship among their colleagues.
- Increase productivity- diversity brings in different talents together, all of them working towards a common goal using different approaches to and ways of viewing organizational challenges and goals.
- Improved company reputation- companies who recruit and encourage individuals from a wide range of backgrounds generally gain a reputation as a good employer and better corporate citizen. Plus, the ability to relate to global clients better on a personal or cultural level.
- Increased profits- a 2013 survey undertaken by think tank Center for Talent Innovation, found that 48% of companies in the US with more diversity at senior management level improved their market share then previous years, while only 33% companies with less diverse management reported similar growth.
- Larger Candidate Pool- Employers that embrace cultural diversity in the workplace ensures a wider pool of candidates.
- Review your D&I strategic Plan
- Create an intentional D&I Talent Acquisition Strategy
- Focus on creating an environment where you can retain your employees from a D&I perspective this may require some review of existing policies and a review of the organization informal structures.
- Lead by example- D&I starts with the leadership of the organization. For employees to feel comfortable in the workplace, leaders should feel comfortable connecting with each employee and their humanity. This is especially important to Millennials
- Recognize and Celebrate different background – One simple way to show employees that a company values their differences is to invite them to share their cultures thru office gatherings or special themed workdays.
Diversity
Informational Resources
- SHRM Diversity Article Library
- The Top 10 Economic Facts of Diversity in the Workplace
- The Washington State SHRM has gathered excellent information and resources around the topic of Diversity, Equity, and Inclusion. If you want to learn more, you can access their site by clicking on the link: https://www.wastateshrm.org/diversity
- January has many events to help promote Diversity. Click Here for the Calendar
