Recently, I had the privilege as a volunteer to join nearly 26,000 human resources professionals attending the 2024 National SHRM (Society for Human Resources Management) Conference in Chicago, Illinois. The experience left me inspired and energized as SHRM CEO Johnny Taylor predicted and identified three plus one leading trends and challenges facing human resources professionals as we fast-pace it into the future. He noted:
Three Critical Workplace Challenges
- First, Human Potential and how, in the next ten years nearly 1 billion jobs will be totally transformed by technology, and leaders must be prepared to upskill every worker at the speed of innovation or faster.
- Secondly, AI (Artificial Intelligence) with the potential to fast-track production or disrupt workplaces and dehumanize work.
- And thirdly, Human-to-Human Civility where societal divides are creeping into the workplaces and making it pretty bad while trying to work.
I mentioned a plus one, and I won’t leave you hanging. The plus he added was a discussion on the topic of DEI (Diversity, Equity & Inclusion). He appropriately sealed it on the tailwind of his incivility highlights and what seemed to be the conclusion of his three topics. He started the discussion by saying, “Let me prepare you for one more storm, and this is serious.” Before proceeding, he politely apologized if what he was about to say stepped on any toes. He then boldly proceeded and brought attention to the backlash where DEI has gone from good intentions to weaponization.
Johnny Taylor did not hold back. He acknowledged the confusion surrounding DEI, including its definition and even how the acronyms have gone back and forth. However, at the end of the day, he noted that DEI meant inclusion for all, and the binary world that defined diversity 30 years ago no longer exists. He described how we now face over 30 different recognized dimensions of diversity, and human resources professionals have not communicated this change well.
The DEI Discussion: Moving Beyond Good Intentions
Taylor was on a roll, and no need to stop at that point. He called out CEOs who said DEI must die. He described the thought as insane. I agree, and DEI is not going anywhere. Taylor talked about 30 years of diversity. I’m there and can join him in seeing the evolution of the dimensions of diversity.
People may expect HR to do something about DEI and to create a civil culture. I know many who are doing everything they can. To make a difference, it has to come from the top. Too often, I have seen where CEOs go to HR or hire a DEI executive and say, “Handle it.” Well, it doesn’t work that way. HR can’t just “fix it.” CEOs must show up – in person, in video, on podcasts, in social media, and in demonstrated action. People have to believe.
Regardless of where you are working or what position you hold, this message involves you. Johnny Taylor described the three plus as storms and asked HR professionals to “Run Fearlessly Into the Storm.” It looks like we’re all in for a ride, and being bold and fearless can work for us. Taking an advocate position can also create spaces where people feel they belong and are included. Such advocacy could be the first step in slowing the number of EEO complaints. When organizations don’t handle what individuals believe is illegal and unfair treatment in their workplaces, compliance agencies will.
Building Courage in Workplace Advocacy
Sherri Shepherd was the closing general session speaker and shared how she got to where she is. In her masterful way of telling stories, she credited her success to being bold and “Doing it Scared.” I think that brought it home for what we all have to do to move things forward. We may not know our strength, but it tends to show up when we are least expecting.
If you want to know where to self-start, there are numerous resources on DEI and Civility. As a SHRM volunteer, I worked in the bookstore and was delighted to assist in the DEI and Civility section. I was also a groupie as I took selfies with Sherri Shepherd as she graciously accommodated a crowd. Something I hardly ever do, but when she said, “Do it scared,” I was up on my feet, and they are now thoughts that feed me.
Lastly, it was great to see SHRM focus on potential. It’s one of the best ways to create diversity and lead with inclusion. Soon, people will naturally feel they belong when their contributions are welcomed and appreciated. This summary is my take and continued effort to sharpen my saw to pass on to others.
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