In the ever-evolving landscape of Human Resources, the importance of Diversity, Equity, and Inclusion (DEI) cannot be overstated. Recently, the Society for Human Resource Management (SHRM) decided to remove Equity from their DEI acronym and strategy. It’s a decision that has been met with significant concern and criticism from the HR community.
This change, seen by many as a problematic pivot, threatens to undermine the very foundation of inclusive workplaces. And in the context of a broadly difficult week for HR professionals, it was especially disappointing. At The Predictive Index (PI), we remain steadfast in our commitment to DEI. We recognize that true inclusion is unattainable without equity.
What SHRM did: A problematic pivot
The SHRM decision sparked a considerable amount of debate and backlash. Many HR professionals and organizations believe that removing “Equity” from the equation diminishes the effectiveness of DEI initiatives. It also ignores the critical role that equity plays in fostering truly inclusive environments. The primary points of discussion – and contention – have included:
- Equity as fundamental to inclusion: Equity ensures that all individuals have fair access to opportunities and resources. It’s a guiding principle that’s essential for true inclusion. Without equity, inclusion efforts can become superficial, failing to address systemic barriers that diverse individuals face.
- Undermining comprehensive DEI efforts: A focus on diversity and inclusion without equity can lead to tokenism. Diverse individuals may be included, but not given the necessary support to succeed. This approach can be harmful and counterproductive, as it fails to address the root causes of inequality.
- Signaling a step backwards: At a time when organizations are striving to create more equitable workplaces, SHRM’s decision sends the wrong message. It suggests a retreat from the progress we’ve made in understanding and addressing systemic inequities.
The Predictive Index’s commitment to DEI
At The Predictive Index (PI), we recognize that diversity and inclusion cannot succeed without equity. We designed our internal program, Change@Work, to enact positive change by embedding DEI principles into every aspect of our organization. Here are just a few ways we stay committed to DEI efforts:
- Prioritizing equity: We ensure that our policies and practices promote fairness and equal opportunities for all employees. We aim to do so through equitable hiring practices, compensation, and career advancement opportunities.
- Fostering an inclusive culture: We cultivate an environment that values diverse perspectives, and gives every individual a sense of belonging. This includes a number of employee resource groups (ERGs), and involves continuous education, open dialogue, and initiatives that support underrepresented groups.
- Measuring and accountability: We regularly assess our DEI efforts to identify areas for improvement. This includes collecting employee data, setting progress benchmarks, and holding ourselves accountable to our own DEI goals. We established the Peer Advisory Council (PAC), a cross-section of the company comprising many different perspectives and titles, all dedicated to ensuring Change@Work represents the interests of our employees.
- Leadership commitment: Leadership at PI invests in DEI, both internally and beyond. We strive to integrate these values into our strategic objectives, our company mission, and our everyday operations.
A human approach to equity – and everything else we do
Equity is not just a buzzword. It is a crucial component of effective DEI initiatives. SHRM’s decision to remove the term from their acronym is not some semantical footnote. To many, it represents a step in the wrong direction, undermining the comprehensive approach required to create truly inclusive workplaces.
At The Predictive Index, we remain dedicated to upholding the principles of DEI. We place an emphasis on equity even through our ever-evolving software. We want our tools and the people data they provide to reflect the same commitment. We aim to ensure that all employees – and all users, from HR professionals to managers and individual contributors – can thrive in an environment that celebrates diversity and promotes fairness. We’re continually updating even the most granular elements of our brand (such as the terminology in our Behavioral Assessment reports) to affirm that stance.
By maintaining our commitment to DEI, we hope to lead by example. And we hope to inspire other organizations who recognize the indispensable role equity plays in fostering a truly inclusive workplace.
