SHRM’s New Acronym: From IE&D to I&D

SHRM’s recent adoption of the new acronym “I&D” instead of IE&D—removing the term “equity” from “Inclusion, Equity, and Diversity” —has caused quite an uproar in the HR industry. SHRM’s post on LinkedIn announcing this change has sparked rapid response and discussion throughout the HR community.  The post, which has over 500 comments, features a myriad […]

The post SHRM’s New Acronym: From IE&D to I&D appeared first on HR Daily Advisor.

SHRM’s recent adoption of the new acronym “I&D” instead of IE&D—removing the term “equity” from “Inclusion, Equity, and Diversity” —has caused quite an uproar in the HR industry.

SHRM’s post on LinkedIn announcing this change has sparked rapid response and discussion throughout the HR community.  The post, which has over 500 comments, features a myriad of reactions. Some LinkedIn users voice their sharp disappointment in SHRM—writing that true diversity and inclusion can’t be attained without equity—while others applaud an inclusion-first approach.

In their post, the organization announced, “This strategic decision underscores our commitment to leading with Inclusion as the catalyst for holistic change in workplaces and society.” While “Equity” was eliminated from the acronym, SHRM attests their “commitment to advancing Equity remains steadfast. Equity will be integrated under the broader Inclusion framework, continuing to be a priority in our strategy and leadership decisions.”

This is not the first time SHRM has updated their terminology. In 2023, SHRM made the initial decision to change the acronym from diversity, equity, and inclusion (DEI) to IE&D. As Johnny C. Taylor, the President and CEO of SHRM, explains it, the DEI space has changed drastically over the past 30 years. “First it was just diversity, next D&I, then DE&I, and now, in many instances, DEIB+. But through every iteration, we’ve found our nation becoming increasingly polarized,” he wrote in a SHRM article.

In the LinkedIn post about SHRM’s adoption of the I&D acronym, Taylor says, “Our focus shifts from our differences to our commonalities. We champion respect and civility.” Taylor further explains the reasoning for the change as a “head-on” approach to address the shortcomings of DEI programs, social backlash, increased polarization, and the fact companies are taking a step back from DEI indicatives.

As the conversation continues among HR professionals on SHRM’s move along with other news of companies who have retracted their DEI strategies, these questions arise: Is DEI under assault? Are we seeing a broader trend of companies changing direction in DEI strategy? And what will be the path forward for DEI?

The post SHRM’s New Acronym: From IE&D to I&D appeared first on HR Daily Advisor.