Below, I share more about the response to SHRM’s move—and spoke to the trade group’s president and CEO, Johnny C.Taylor Jr., about why they made it—at a time when DEI programs are increasingly coming under pressure by right-leaning groups and many corporations appear quieter about their efforts.
Employment laws are seen as ripe for legal challenges, such as new requirements for overtime pay eligibility, pregnancy accommodations or a ban on noncompetes.“This is a huge development for employers,” Randy Coffey, a partner in the Kansas City office of the employment law firm Fisher Phillips, told me in an interview.“Whether it’s an administrative proceeding or a lawsuit against an employer in court, this means that the agency no longer just has free reign to say ‘this is what the law means.
But Taylor’s explanation that “equity” was confusing and divisive is unlikely to quiet the concerns of some HR professionals—a few hundred of whom have started a petition in opposition—who seem quite clear on what they think “equity” means.“Diversity acknowledges differences, Equity ensures fairness, and Inclusion promotes an environment where diverse individuals can thrive,” wrote one commenter.“All three are essential and, ultimately, symbiotic; and each deserves more, not less, attention and focus.
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