A Call for Intentional Leadership
Let’s start with the facts. Recently, Walmart announced a strategic shift in its organizational priorities, transitioning from a traditional Diversity, Equity, and Inclusion (DEI) framework to what it now terms "Membership, Engagement, and Inclusivity" (MEI). This pivot, according to Walmart, represents a deeper commitment to fostering a workplace culture where every associate feels like a valued member of the organization. Walmart’s MEI framework prioritizes building stronger connections among employees, enhancing collective engagement, and promoting an inclusive environment that celebrates diverse perspectives. With a focus on “membership,” Walmart seeks to empower its workforce, ensuring that every employee's voice is acknowledged and their contributions recognized—fostering innovation and driving improvements across its extensive network of stores and services (source: Forbes).
“Why Do I/We Care?”
Social media has been abuzz with reactions to Walmart’s announcement, ranging from applause to skepticism. However, my focus here isn’t to debate the merits of MEI (at least not today). Instead, I want to draw attention to a related and equally significant development: the Society for Human Resource Management’s (SHRM) recent decision to remove “equity” from its DEI framework. This move is far from coincidental and serves as a trendsetter for the shifting priorities of major organizations.
SHRM, the world’s largest human resources organization with over 340,000 members, recently announced its decision to exclude “equity” from its DEI strategy (source: Forbes). This change aligns with a growing trend among organizations seeking to reframe DEI initiatives in ways that, intentionally or not, deprioritize systemic inequities.
HR's Role in the Spotlight
As a longtime HR practitioner and SHRM member, I’ve observed how the human resources function often becomes the scapegoat for leadership decisions made hastily or fearfully, usually in response to external pressures or financial goals. This moment in corporate history is no exception. Let’s be candid: the corporate world’s retreat from bold 2021 stances on racial equity, like the support for the Black Lives Matter movement, isn’t a surprise. Such positions are challenging to maintain in the long term, especially in environments where accountability can feel like a risk rather than a responsibility.
What’s troubling is how easily these shifts can be justified under the guise of HR strategy. “HR recommended it” becomes a convenient deflection, shielding leadership from accountability while undermining the very principles of equity, inclusion, and belonging.
“We're going to lead with inclusion, because we need a world where inclusion is front and center,” SHRM CEO Johnny C. Taylor Jr. wrote in a LinkedIn post.
Why Equity Cannot Be Optional
I firmly oppose the removal, modification, or dilution of DEIB initiatives. Prioritizing one aspect—like inclusivity or engagement—while sidelining equity risks perpetuating the same systemic inequities that DEIB initiatives were designed to address. Equity is not an optional component; it is foundational to ensuring that historically excluded and underrepresented groups receive the recognition, support, and opportunities they deserve.
When organizations reframe DEI to something like MEI, they risk erasing the nuanced and deeply personal experiences of those who have faced systemic barriers. Equity is not just about fairness—it’s about creating systems that intentionally elevate voices and contributions that have long been overlooked. Removing equity keeps marginalization alive, regardless of the terminology we choose to replace it.
A Call for Intentional Leadership
As professionals committed to human-centered and equity-driven workplace cultures, we must resist the temptation to oversimplify or sanitize the complexities of diversity, equity, inclusion, and belonging. Yes, everyone deserves to feel valued and included. But achieving that requires intentional, sometimes uncomfortable work to confront and dismantle systemic barriers—not sweeping them under the rug with a convenient rebranding.
Let’s ensure that as HR practitioners and organizational leaders, we are not merely responding to trends but leading with integrity, courage, and an unwavering commitment to justice for all.
Need an Equity-Centered HR Practitioner?
Navigating the evolving landscape of DEIB initiatives can be complex, but you don’t have to do it alone. If you’re a business owner seeking a strategic partner to help embed equity into your workplace culture, I’m here to help. With over a decade of experience in human resources and a passion for fostering inclusive, innovative environments, I specialize in creating solutions that center equity and drive sustainable change. Let’s work together to ensure your organization stays ahead of these shifts while staying true to its values.
Contact Me Today to start the conversation.
