The Society for Human Resource Management dropped the “E” that stands for equity from its diversity, equity and inclusion policy platform to “hyperfocus on the the things that people understand” rather than issue a broader statement on the meaning of equity — a conversation that SHRM views as a “distraction” from DEI work more generally, CHRO Jim Link told HR Dive Thursday.

“Because there’s so much lack of certainty around the definition of what equity means, that means it’s a distraction,” Link said. “That means we have to focus our efforts on places where there is less distraction.”

SHRM announced the change on July 9 via a LinkedIn post in which the organization said that, while “our commitment to advancing Equity remains steadfast,” equity would instead be placed under SHRM’s inclusion framework. It called for an inclusion-first approach “to address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.”

During his conversation with HR Dive, Link contrasted equity with diversity and inclusion, two concepts that he said “people inherently, deeply understand.” He said SHRM arrived at this conclusion after speaking with employees nationwide; the organization said in an email that this took the form of a “rapid response survey of 400 working Americans” conducted in August 2023. Data from the survey is not public and SHRM declined to share it with HR Dive.

“Employees and leaders can always describe an inclusive culture,” Link said. “They can tell you that and give you words, phrases, knowledge and examples of being included everyday. The same employees and leaders can tell you — and very accurately determine if — they work in a diverse culture.”

Link added that while those who spoke with SHRM identified certain aspects of equity that were important to them, such as fairness, equal opportunity and fair treatment, “nowhere do people tell me that equity is what they’re striving for.”

Link said that a lack of agreement on equity is what SHRM seeks to avoid as it plots a new course on DEI work. Part of the problem with equity, he continued, is that it is not always clear whether leaders are referring to the same kind of equity, be it pay equity, economic equity, gender equity or some other form.

But SHRM believes that equity “is still a vitally important part of the overall way that we think about inclusion,” per Link.

“The clarity that we need to establish is around diversity and inclusion,” Link said. “If we can get that right, inevitably equity will follow.”

An effort to respond to backlash, sparks backlash

SHRM’s decision has not happened in a vacuum. In the last month alone, organizations including Deere, Tractor Supply and Microsoft have announced either partial or total reductions to DEI programs and teams. Those announcements follow years of anti-DEI backlash that has taken the form of consumer boycotts, lawsuits against organizations filed by advocacy groups and a handful of state and local laws targeting employer DEI initiatives.

It is a “delicate and uncomfortable environment,” as acknowledged by panelists at one session during SHRM’s own annual conference in Chicago last month. That is what makes SHRM’s announcement all the more surprising, said Deb Muller, an HR consultant and CEO of HR Acuity, a software firm.

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