Last week, the Society for Human Resources Management (SHRM) announced that it was dropping the word ‘equity’ from its Diversity, Equity, and Inclusion strategy. Instead, a message on LinkedIn states they will use the acronym ‘I&D’ to begin “leading with Inclusion as the catalyst for holistic change in workplaces and society.”
SHRM has said that the decision to cut ‘equity’ from their DEI work is because it became a “divisive issue” in trainings and in deciding on a shared definition. Johnny Taylor, president and CEO of SHRM, also stated during the organization’s recent annual conference: “We’re going to lead with inclusion, because we need a world where inclusion is front and center. And that means inclusion for all, not some people. Everyone has a right to feel that they belong in the workplace and that they are included.”
The shift in language and strategy will reverberate throughout the corporate world, a space that has long been backing off of its commitments to DEI.
It checks out that the industry standard for human resources (HR) would lead the charge for dropping ‘equity’ from DEI. We’ve written about the racist history of HR before and the need for separating HR and DEI as distinct departments and functions at a company, and SHRM’s decision is a prime example of why. Historically, HR has functioned as the justifier and codifier of racist, oppressive practices in the workplace– equity has never been its concern.
What is Equity?
The University of British Columbia provides the following definition of equity (this definition is but one of many; it is shared here for its emphasis on the elements of power and history, and the outlining the different expressions of equity within a given space) :
Equity refers to achieving parity in policy, process and outcomes for historically, persistently, or systemically marginalized people and groups while accounting for diversity. It considers power, access, opportunities, treatment, impacts and outcomes, in three main areas:
Representational equity: the proportional participation at all levels of an institution;
Resource equity: the distribution of resources in order to close equity gaps; and
Equity-mindedness: the demonstration of an awareness of, and willingness to, address equity issues.
While having agreement and alignment on your values and a shared understanding of them as a company is important, perfection should never be part of the process. Language is also how working cultures and values are molded and expressed, but in this instance, it’s not just about the words.
What the Change Truly Signifies
Removing ‘equity’ from DEI is less about a misunderstanding or disagreement on language and semantics. It is an attempt to put (even more) space between the workplace and failed promises to create change. If equity isn’t a company priority, it can’t be the company’s liability.
Removing ‘equity’ from DEI does not eliminate the friction that employees feel internally, especially for Black and Brown folks who are more likely to be on the receiving end of inequitable treatment. Hiding a word does not also hide the inequities that persist at most companies on any given day – they have to be addressed head on.
Workplace ‘Unity’ Does Not Include People of Color
Taylor also says that SHRM’s intentions were to ultimately “unify people and not divide them.” Unity in the workplace often comes at the expense of Black and Brown people. Equity would require a shifting of power from the dominant group, which many people would likely be resistant to. What is equitable and just is not always the most popular– that does not mean that it should not be done anyway. Waiting for ‘unity’ as a signifier of what is just and right once again centers the interests of those who are already in power.
At ShiftED, we’re not dropping ‘equity’ until equity is truly experienced by women of color in the workplace. While language is always evolving, staying grounded in your company’s unique values can keep you tethered to what matters most: creating a workplace that Black and Brown women can thrive in, and show up as their authentic selves.
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