The Unseen Side of SHRM: A Look Inside

SHRM, the world's biggest HR group, has been under the spotlight for some odd reasons. Recently, a Marilyn Monroe impersonator sang "Happy Birthday" to an executive, which left some staff feeling uneasy. This happened right after a moment of silence for the 9/11 anniversary. Two former employees found it inappropriate, especially since SHRM is supposed to set the standard for workplace behavior. SHRM has faced a lot of heat lately. They've had layoffs, dress code memos, and even a lawsuit. CEO Johnny C. Taylor Jr. has been called out for labeling employees as "entitled" and "complacent. " This has made people question if SHRM is really following its own advice on how to treat workers. One policy that caused a stir was the strict 9 a. m. arrival time. If someone was even a minute late, they had to be escorted to their desk. A pregnant employee reportedly cried after hurting herself while rushing to make it on time. SHRM says employees can arrive anytime between 8 a. m. and 9 a. m. , but former staffers say the policy was strictly enforced. There's also been talk about a "conservative" dress code. A memo mentioned "enclothed cognition, " which is the idea that clothes affect performance. The memo banned things like sneakers, denim, and sequins. SHRM says this isn't a company policy, but former employees say it was enforced. Layoffs have been a big issue. Taylor announced a "total reorg" in a meeting, saying he hadn't consulted anyone about it. This came after another meeting where he said no layoffs were planned. Former employees say layoffs happen every year, and those who question leadership often find themselves out of a job. SHRM has also been in the news for dropping "equity" from its DEI (Diversity, Equity, and Inclusion) initiatives. They now call it I&D (Inclusion and Diversity). This move has upset some members, who feel SHRM is backing away from important values. There's also a lawsuit from a former employee who claims racial discrimination. The case is set to go to trial in December. SHRM denies the claims, but the case has raised questions about their internal practices. Despite all this, SHRM's revenue has grown. They've also increased membership fees and Taylor's compensation. But the question remains: Is SHRM really setting the standard for HR practices, or is it just another company struggling with its own policies?