A #FixItSHRM thread.
From an article posted today on SHRM's website:
Some SHRM members, for example, have criticized SHRM for its public-policy work, such as its involvement in a White House jobs initiative or Taylor's acceptance of a White House board appointment..."
From an article posted today on SHRM's website:
Some SHRM members, for example, have criticized SHRM for its public-policy work, such as its involvement in a White House jobs initiative or Taylor's acceptance of a White House board appointment..."
"...because they opposed SHRM's working with a political figure or administration that doesn't line up with their own ideals."
"SHRM is about policy, not politics; sitting on the sidelines while others who lack expertise try to shape workplace policy is unadvisable."
"SHRM is about policy, not politics; sitting on the sidelines while others who lack expertise try to shape workplace policy is unadvisable."
"'Here's our opportunity to be in the room' to effect change on issues like pay equity, the skills gap and overburdensome policies, 'and we cannot turn a blind eye to that invitation.'" ~ the current SHRM CEO
I have a question for @SHRM:
Why does the org. and its CEO continue to conflate "civility" with being accepting of people who want to deny you your humanity?
Why does the org. and its CEO continue to conflate "civility" with being accepting of people who want to deny you your humanity?
There's a difference between disagreeing with a co-worker's views, and having ties to an administration actively stripping away people's rights, implementing violent policies, along with making appeals to fascist groups both here and abroad.
With a co-worker there's an opportunity to address the issues at hand. Or at least establish ground rules by which they can continue to work in a professional, non-destructive capacity with each other.
How has the current SHRM CEO leveraged his "opportunity to be in the room" to prevent this administrations denigration of minority groups, as well as its efforts to strip LGBTQIA+ people of workplace protections, as just 2 examples of unethical behavior?
news.bloomberglaw.com/daily-labor-re…
news.bloomberglaw.com/daily-labor-re…
Is he having those "tough conversations?" If so, I know many HR pros would love to hear about them.
I'll end this thread with this quote, also from JCT:
"When you take the time to create a workplace culture that fits... your organizational values, your business priorities, your customer base, your local environment and your future plans—not everyone is going to belong in it."
"When you take the time to create a workplace culture that fits... your organizational values, your business priorities, your customer base, your local environment and your future plans—not everyone is going to belong in it."
It's apparent by SHRM's unwillingness to adhere to its own code of ethics--by continuing its ties to this administration and by not engaging in constructive dialogue with its members--that it values the White House more than HR practitioners. #FixItSHRM
