Now is the time for private companies to review policies and initiatives associated with inclusion & diversity programs to ensure they comply with long-standing anti-discrimination laws, in light of President Donald Trump’s recent executive order on ending illegal discrimination and restoring merit-based opportunity.
“SHRM is mobilizing to empower HR professionals, CEOs, and business leaders to ensure inclusion and diversity remain a priority and initiatives are lawful,” said Anuradha Hebbar, president of CEO Action for Inclusion & Diversity at SHRM.
SHRM recommends that “all private companies evaluate their inclusion and diversity initiatives to ensure they provide equal access to opportunities, skills development, and do not give special advantages to one person or group over another, avoiding any perception of identity-based favoritism,” she said. “They should also review their initiatives to determine whether they foster inclusivity or inclusive workplace cultures.”
Inclusion—defined as making sure that every employee is given the necessary support and tools to achieve their performance goals, perform at their highest levels, and bring their whole selves to work—is a central hallmark of a nondiscriminatory policy, said Anthony Haller, an attorney with Blank Rome in Philadelphia. “Leading with inclusion in that sense, so long as it is clearly defined, is beneficial and supportive of a merit-based system,” he said.
The Jan. 21...
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