Workplace Inclusion

SHRM advocates for I&D policies that prioritize equal opportunity for all. 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. 

SHRM believes that helping these workers thrive requires a focused, strategic investment in care infrastructure. Despite the prevalence of workers with caregiving responsibilities, over 2 in 5 working caregivers (42%) report that these responsibilities hinder their career advancement. As the profile of caregivers becomes more diverse—reflecting shifts in demographics, caregiving roles, and relationships—research from SHRM shows that organizations taking a proactive approach to supporting caregivers outperform others on key business indicators, including employee engagement (71% vs. 48%) and recruitment (72% vs. 53%).

SHRM advocates for investments in affordable, accessible dependent care services, including expanded funding for dependent care tax credits and strengthening the direct care workforce pipeline. Businesses are encouraged to adopt caregiver-friendly practices such as employee assistance programs, caregiving resource networks, and mental health support initiatives. In partnership with the National Strategy to Support Family Caregivers, SHRM developed a resource guide with actionable recommendations for supporting employees with caregiving responsibilities.

Modernizing federal laws is essential to enable employers to provide caregiving support across diverse family structures, ensuring equitable access to benefits and fostering a workforce where all employees can thrive. 

SHRM emphasizes the need for organizations to make a concerted effort to reach untapped talent pools. As millions of skilled Americans remain underutilized, including veterans, military spouses, older workers, people with disabilities, individuals with criminal records, and opportunity youth, overwhelming evidence shows that these talent pools possess significant strengths and capabilities that have historically been overlooked or under-engaged.

By establishing effective systems for recruitment, onboarding, and retention, HR professionals can ensure that untapped talent gains access to sustainable career pathways. The SHRM Foundation offers SHRM-backed specialty credentials designed to equip HR leaders to implement skills-first talent management strategies, enabling organizations to source, hire, support, and retain a diverse range of untapped talent. 

Focusing on individuals’ skills and competencies—regardless of where they were acquired—expands workforce opportunity, boosts business productivity, and enhances U.S. competitiveness. These credentials provide actionable tools to identify and leverage talent based on capability, not just traditional qualifications.

SHRM’s E2 Education-to-Employment Initiative aims to serve as the connective link between governments, employers, HR professionals, and workers, helping individuals access meaningful career opportunities.

SHRM champions opportunities for individuals across the workforce. As a co-founder of the CEO Commission for Disability Employment, SHRM expands opportunities for people with disabilities and encourages leaders to adopt inclusive policies. Founded in 2018 by Voya Financial, SHRM, and the National Down Syndrome Society (NDSS), the CEO Commission advances disability-inclusive employment by engaging business and government leaders to drive change through policy, practice, and workplace culture.

In 2022, SHRM launched Generation Cares, a cross-sector coalition dedicated to supporting employees with caregiving responsibilities and strengthening the direct care workforce. Generation Cares focuses on improving access to quality care for children, older adults, and people with disabilities through awareness, advocacy, and action.

Recognizing that caregiving access directly affects workers, workplaces, and families, the coalition raises awareness and develops solutions to meet the needs of working caregivers while bolstering the direct care workforce pipeline. It engages peers, federal agencies, Congress, and the White House on targeted measures to address challenges facing families, employers, and the caregiving workforce, ensuring policies and practices support both employees and the critical care infrastructure they rely on.