Workplace Inclusion
With a long-standing commitment to creating positive workplace cultures, SHRM works to advance data-driven, nonpartisan policy solutions that foster workplaces characterized by inclusion and diversity (I&D) where workers and employers thrive. SHRM and its membership are uniquely positioned to turn principles into actionable initiatives.
Beyond meeting compliance obligations under various federal, state, and local laws, inclusion and diversity (I&D) initiatives must ensure equal opportunity for all. SHRM champions positive workplace cultures free from harassment and discrimination, where respect and civility form the foundation of success.
Sustainable Workplaces: SHRM’s Approach to Inclusion, Compliance, and Business Success
SHRM advocates for the creation of better workplaces by urging employers to cultivate a culture that inherently discourages harassment and discrimination — not just through policy but as a fundamental workplace ethos. SHRM will continue to display thought leadership and advocate for the creation of better workplaces.
SHRM’s policy role for workplace inclusion focuses on balanced laws and public policies that create an inclusive, supportive environment — boosting morale, productivity, and retention — and ensure smooth business operations to maintain efficiency and productivity. This approach supports public policies that are practical, sustainable, and beneficial for both workers and the organization.
It is time for all organizations to become more people centric. Success in the workplace means prioritizing the management of people, guiding employees’ development and cultivating a strong sense of collective purpose at work. Put frankly, it means focusing on “workplace culture” — the glue that keeps an organization together.
SHRM
HR Pressure is Rising under New Executive Orders.
The SHRM BEAM (Belonging Enhanced by Access throught Merit) Framework is the Solution.
EEO Laws at Work
The Path of EEO Laws from Capitol to Cubicle
Equal Employment Opportunity (EEO) laws—like Title VII of the Civil Rights Act, the Equal Pay Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act—set the legal framework for fairness at work. These laws are enforced primarily by the U.S. Equal Employment Opportunity Commission (EEOC), but they are also shaped by courts, Congress, and other stakeholders.
Executive actions have shifted federal diversity, equity and inclusion policies, affecting both public and private sectors, while Supreme Court decisions have established precedents that continue to influence workplace practices. Understanding how all branches of government interact is key to navigating civil rights law and its impact on today’s workplaces.
SHRM offers guidance, tools, and resources to help employers stay informed and effectively apply EEO laws in their organizations.
Featured Webinars
Ames v. Ohio: Reinforcing Equal Opportunity for All Employees
This webinar will clarify what Ames v. Ohio Department of Youth Services means in practice, highlight how it reinforces the consistent application of anti-discrimination principles, and offer practical guidance to help HR leaders ensure that employment decisions reflect the broad protections guaranteed by Title VII. Join us for this must-attend webinar as we unpack the broader trends driving this ruling and provide actionable insights for HR leaders.
From Statute to Standard: How Courts Interpret Title VII and Other Workplace Discrimination Laws
This webinar will examine how courts implement and interpret Title VII and other key EEO laws, shaping what constitutes discrimination, how it’s proven, and how it affects employers and employees alike. We’ll analyze landmark decisions from McDonnell Douglas, which established the foundational legal framework, to the recent shift reflected in cases like Muldrow v. City of St. Louis and anticipated rulings such as Ames v. Ohio Department of Youth Services.
Navigating Title VII Compliance amid Recent DEI Policy Changes
This webinar is essential for HR professionals, compliance officers, and organizational leaders seeking to navigate the complexities of Title VII compliance following recent policy changes. Equip your organization with the knowledge and tools necessary to uphold anti-discrimination laws and maintain inclusive employment practices during this period of transition.
Understanding the Changes to Federal Agency Enforcement of Disparate Impact Enforcement
This essential workshop will equip you with the insights, tools, and frameworks to stay compliant, manage change, and uphold workplace fairness amid historic regulatory shifts. As the late Justice Scalia expressed, the enforcement of disparate-impact provisions may compel race-conscious decisions by employers, potentially conflicting with the constitutional mandate for equal protection under the law.
Championing Workforce Accessibility
SHRM’s Commitment to Disability Employment and Caregiver Support
CEO Commission for Disability Employment
Established in October 2018, in partnership with Voya Financial and the National Down Syndrome Society (NDSS), SHRM co-founded and plays a pivotal role in the CEO Commission for Disability Employment. As leaders of the CEO Commission’s public policy committee, SHRM drives efforts to increase employment opportunities for people with disabilities, spearheads initiatives to inspire business leaders, shapes inclusive policies, and transforms workplace cultures to better integrate individuals with disabilities into the workforce.
Generation Cares Coalition
In 2022, SHRM established Generation Cares, a coalition of organizations with diverse missions working to find solutions that improve the quality and quantity of care for people with disabilities, older adults, and children. The coalition engages peers, federal agencies, Congress, and the White House on targeted measures designed to elevate the needs of the caregiving workforce and working families by pursuing solutions to issues facing families, the direct care workforce, and employers.
SHRM’s Vision for Caregiving
Caregiving responsibilities are a growing concern for U.S. employers and employees. SHRM recognizes the challenges faced by working caregivers and actively advocates for policies that promote their well-being through:
Workplace Flexibility: SHRM advocates for federal policies that enable employers to offer adaptable and customized leave options. This includes support for portable benefits and shared resource pools to offset caregiving costs.
Dependent Care Infrastructure: We promote investments in affordable and accessible dependent care services. Expanding funding for dependent care tax credits and supporting the direct care workforce pipeline are critical steps.
Workplace Support Programs: SHRM encourages businesses to adopt caregiver-friendly practices, including employee assistance programs, caregiving resource networks, and mental health support initiatives. In partnership with the National Strategy to Support Family Caregivers, SHRM created a resource guide with recommendations on supporting a workforce with caregiving responsibilities.
Inclusive Benefits: This involves modernizing federal laws to allow employers to provide caregiving support across diverse family structures, ensuring equitable access to benefits for all employees. In recognition of the importance of workplace protections for expecting and recent mothers, SHRM’s membership championed the passage of the Pregnant Workers Fairness Act (PWFA), which requires covered employers to provide reasonable accommodations to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.
During the regulatory period, SHRM advocated for leveraging existing frameworks — such as the Americans with Disabilities Act (ADA) — to streamline the process. Additionally, to further support both employers and workers, SHRM created resources specifically tailored to PWFA and the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act implementation.
To learn more about caregivers in the workplace, check out SHRM’s latest research.
SHRM E2 Initiative: The Education-To-Employment Pipeline
Fixing America's Leaky, Broken, and Busted Talent Pipeline
The U.S. talent pipeline — from classrooms to careers — is broken, leaky, and busted. Our education and talent development systems are not keeping up with the demands of rapid innovation. The impacts are felt throughout the U.S. workforce and greater economy. Too many students are graduating without the requisite skills they need to get a job, continue to advance in their careers, and close the workforce participation gap. At the same time, millions of skilled individuals remain on the sidelines — overlooked, underutilized, or disconnected from opportunity.
SHRM E2 Initiative is tackling the U.S.’s broken, leaky, and busted talent pipeline by connecting education to employment across three key pathways: K-12 education, higher education, and untapped talent. This is a collaborative effort.
SHRM Supports:
SHRM recognizes the challenges faced by working caregivers and actively advocates for polices that promote their wellbeing. This includes
This allows employers to keep their workplaces free from harassing or disparaging language or conduct. Strong anti-harassment and anti-discrimination policies are crucial, with culture playing a key role in prevention. Workplace laws should support legitimate business practices and avoid unnecessary penalties or legal challenges that could unduly disrupt HR operations and organizational stability.
This looks like supporting workers with a variety of caregiving responsibilities, including those related to family and health needs, and workers from untapped talent pools (veterans; military spouses and caregivers; individuals ages 60 and older; workers with disabilities; individuals with criminal records; and disadvantaged young people who are not in school or working). There should be appropriate investments from both the private and public sectors and focused efforts on enabling these groups to fully participate in the workforce.
By establishing clear guidelines for organizations to correctly implement workplace policies and I&D initiatives, we can ensure that employers are complying with any and all obligations under relevant laws. SHRM advocates for collaboration among the various agencies that administer workplace laws to prevent conflicting regulations and promote a cohesive legal framework that benefits both workers and businesses.
Learn More About Workplace Governance
Learn more by contacting SHRM Government Affairs at governmentaffairs@shrm.org.