Why Dropping the E in DEI Is a Mistake

The Society for Human Resource Management’s decision to remove “equity” from its DEI framework sets a dangerous precedent that flies in the face of decades of research.

The Society for Human Resource Management (SHRM) has decided to remove “equity” from its inclusion, equity, and diversity (IE&D) framework, now promoting “inclusion and diversity” (I&D) instead. This decision sets a dangerous precedent that flies in the face of decades of research about DEI in the workplace. It undermines efforts to create equitable workplaces and ignores the vital role of equity in fostering fairness and addressing systemic barriers faced by marginalized groups. Instead of scaling back their focus on equity, companies should: 1) Commit to achievable equity goals; 2) Implement and track evidence-based DEI policies and practices; and 3) Establish accountability and transparency.

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  Enrica N. Ruggs, PhD is an associate professor of management in the C. T. Bauer College of Business at the University of Houston. She is a workplace diversity scholar who conducts research on reducing discrimination and bias in organizations and improving workplace experiences for individuals with marginalized identities.
  

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  Oscar Holmes IV, PhD, SHRM-SCP is an associate professor of management at Rutgers University-Camden and the creator and host of the podcast Diversity Matters. In his research he examines how leaders can maximize productivity and well-being by fostering more inclusive workplaces.
  

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