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SHRM Advocacy

Workplace Inclusion

SHRM pursues data-driven nonpartisan policy solutions that promote inclusive and diverse workplaces where workers and employers thrive together and where talent is empowered, trained, and developed to its full potential. SHRM champions positive workplace cultures that are inherently free from harassment and discrimination and where respect and civility form the foundation of any organization.

SHRM's Position on Workplace Inclusion:

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. By implementing inclusive management practices, leaders can establish a standard where all employees are valued for their unique backgrounds, viewpoints, and skills. This includes conducting proactive pay audits to uncover and address wage disparities, advocating for transparent communication about pay structures and expectations, and instituting policies that rectify compensation disparities.

SHRM is dedicated to collaborating with policymakers to create a consistent federal framework that reconciles the obligations imposed by different federal laws and enforcement agencies. This guidance would enable employers to confidently develop and implement office policies and procedures.

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.

Johnny C. Taylor, Jr., President and CEO


SHRM Supports:

SHRM recognizes the challenges faced by working caregivers and actively advocates for polices that promote their wellbeing. This includes

SHRM recognized the importance of workplace protections for pregnant workers and actively supported passage of the Pregnant Workers Fairness Act (PWFA). This law provides essential protections for expecting and recent mothers and offers employers clear guidelines for handling accommodation requests. During the regulatory period, SHRM advocated for leveraging existing frameworks like 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.

In partnership with the National Strategy to Support Family Caregivers, SHRM created a resource guide with recommendations on supporting a workforce with caregiving responsibilities. This guide aimed to help employers create a more inclusive culture for caregivers and remove the stigma often associated with caregiving in the workplace. SHRM's focus on building a positive workplace culture aligns with their overall mission of advocating for pro-business policies that lead to a healthy and productive work environment for all employees.

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 people with disabilities, older adults, and children.

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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, shape inclusive policies, and transform workplace cultures to better integrate individuals with disabilities into the workforce.