The ongoing trouble with SHRM
For decades, SHRM has been the institution shaping HR standards, HR certifications, and workplace policy. But as political tensions rise, protections erode, and credibility questions grow louder, HR leaders are asking a new question: What happens when the largest HR organization in the world stops representing workers — and starts representing itself?
In this packed, no-nonsense episode of Toot or Boot originally recorded in November 2024, Stacey Nordwall sits down with Sarika Lamont [https://www.linkedin.com/in/sarikal/], Tracie Sponenberg [https://www.linkedin.com/in/traciesponenberg/], and Morgan Williams [https://www.linkedin.com/in/morganbwilliams/] to unpack the long, complicated history of SHRM’s decisions and the ripple effects those choices have had on the HR profession, marginalized employees, and federal policy.
The group traces SHRM’s evolution from “the only place HR could go” to an entity criticized for political alliances, removing equity from DEI, paywalling pandemic resources, and most recently, found responsible for discriminating and retaliating against a former employee.
They also dive into something that matters even more: the rise of people-first HR communities that filled the vacuum when SHRM didn’t — and what HR practitioners can rely on now.
Whether you’re SHRM-certified, SHRM-skeptical, or SHRM-conflicted, this conversation gives you the context you need to understand what’s at stake for HR, workers, and the future of workplace policy.
Key takeaways
1.
SHRM’s decisions shape HR policy, employment law, and workplace norms worldwide.
2.
The organization’s political alignment has shifted sharply — and visibly — in recent years.
3.
SHRM paywalled critical COVID resources at the height of crisis.
4.
Removing the “E” from DEI sent a damaging message to marginalized workers.
5.
Johnny Taylor’s public stances contradict SHRM’s stated neutrality.
6.
SHRM’s lobbying often benefits employers, not employees or practitioners.
7.
The ongoing discrimination lawsuit highlights internal cultural issues.
8.
HR’s community-driven response during COVID created better models for learning and support.
9.
Alternatives — Peak HR, Hacking HR, Safe Space, Troop HR, and others — now offer richer, people-centered resources.
10.
HR leaders must stay informed because SHRM’s policy influence impacts workers, equity, and the future of the profession.
Timestamps
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02:00 — How each guest’s SHRM journey shaped their perspective
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07:00 — The SHRM–HRCI split and political entanglements
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12:00 — SHRM’s silence after George Floyd and LGBTQ+ cases
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16:00 — The COVID paywall and the turning point in trust
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20:00 — Johnny Taylor’s political positioning and the Labor Secretary shortlist
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25:00 — Why SHRM’s power matters for HR and workers
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33:00 — The danger of “civility” replacing equity
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40:00 — How HR community spaces filled the gap
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50:00 — Alternatives to SHRM and where HR is going next
SHRM controversy, HR policy, Johnny Taylor, DEI equity removed, SHRM lawsuit, HR community, workplace politics, HR certification, lobbying impact, alternatives to SHRM
