I am Quitting SHRM: Understanding the SHRM Lawsuit and Exploring Alternative Professional HR Organizations
- Josh Tintes
- Apr 2
- 5 min read
I am Quitting SHRM! The Society for Human Resource Management (SHRM) has long been a leading organization for HR professionals, offering resources, certifications, and networking opportunities. They are most well known for preparing human resource professionals for the employment challenges that we face today, which is some of what this article is going to be about.
Where do we go if I cannot go to SHRM?
SHRM has faced two recent identity crises. The first is the national conversation around DEI. In the summer of 2024, SHRM made the decision to drop equity and lead with Inclusion and Diversity only. Their reasoning was the following: "The HR association believes it must prioritize inclusion and diversity because they are concepts that people' inherently, deeply understand,” (https://www.hrdive.com/news/shrm-drops-equity-from-DEI-platform/721966/significant). Now keep track of that statement because it is important, and so is the date. An employee in June of 2020 filed a complaint with SHRM about racial discrimination with the leadership of SHRM, and the following month, the concerns were escalated to the person who made the statement above about equity in 2024. An investigation later alleged that the investigation was unsubstantiated. Shortly after the investigation, the employee was terminated in September of 2020. This termination has led to a lawsuit, and in the lawsuit, SHRM made a claim that they did not want to be viewed as HR Professionals. I mean what the actual... You mean to tell me the company that is selling us "HR Expertise" are alledgedly not an HR expert.
Basically, I am going to give you the insight on the case, what options we have, and what is next?
What Is the SHRM Lawsuit About?
The SHRM lawsuit centers on allegations surrounding discrimination and Title VII.
Key points of the lawsuit include:
Plaintiff: Claims that favoritism occurred for white employees, and she faced retaliation for complaining
Defense: Arguing that it is not about discrimination, it is about lack of performance and missed deadlines
Impact on HR Professionals: The lawsuit has brought to the forefront two things about SHRM, which they have failed to address at all. SHRM does not care about its BIPOC representation. SHRM has become a political tool for the wealthy.
Why This Matters to HR Professionals
For many HR practitioners, SHRM has been the go-to organization for education, certification, and networking. The lawsuit brings attention to the importance of evaluating professional organizations carefully before committing resources. HR professionals rely on these organizations to:
Stay updated on labor laws, HR best practices, and be a moral compass for the professionals
Gain certifications that enhance career prospects
Connect with peers and industry leaders
Access tools and resources for daily HR challenges
When questions arise about an organization’s credibility or value, it can affect members’ trust and professional growth. This situation encourages HR professionals to explore other options that might better meet their needs.
I believe where SHRM has been missing is the first bullet (repeatedly). They have been doubling down on how to best support corporations and the wealth they manage. To bring this back to equity, I think the confusion with equity is not that people do not know what the word means. It's that they are confusing it with equality. Equality requires everyone to receive the same resources and equity on the other hand looks at the needs and circumstances of the individual to determine the resources. An example of an equality program is minimum wage, which is offered to everyone, no matter what background or demographics. An example of an equity program is a scholarship program based on household income. Removing equity removes the safeguards in place for those who are already disadvantaged. SHRM is saying through their actions that they do not support those vulnerable communities.
Where do we go from here?
Alternative Professional HR Organizations to Consider
Several other organizations provide excellent resources and support for HR professionals. These alternatives may offer different certification paths, networking opportunities, or educational content that better align with individual career goals.
1. HRCI
Offers certifications such as PHR, SPHR, and other learning and development opportunities
Has been around for over 50 years and has been around longer than SHR
Hosts conferences and webinars for professional development
HRCI CEO Dr. Amy Dufrane said the following shortly after the SHRM announcement about dropping equity, "Understanding how employees, customers, and shareholders feel about DEI is essential for making decisions that align with both organizational values and business goals." https://www.hrci.org/diversity-initiatives-in-2025
2. Local SHRM Chapters
Local SHRM Chapters
Your probably wondering why I would write this down, while also writing this article. That is a great question. Well, I still feel like the local chapters do amazing work! I also want to point out that some of the local chapters are not affiliated with National SHRM. For the most part most of the SHRM chapters are going to be because that is the norm. I have started to hear more chapters starting to split off and make their own rules about what they believe in. Essentially creating their own mission and core values. I can tell you that the local SHRM near me half of them are still connected and half of them are not, and I think all of them have an opportunity to change.
3. Future Technology and Expertise
I believe that this is a critical time for a number of companies to take this changing technology landscape and the HR conversations that are happening, and for there to be newcomers to the market. I would definitely advise you to utilize as many new tools as possible and to experiment with an open mind. The worst thing you could do right now is get into a certification loop with one company.
Get certified in more than one thing
How to Choose the Right HR Organization for You
Selecting the right professional organization depends on your career goals, specialization, and budget. Consider these factors:
Certification Value: Research how widely recognized and respected the certifications are in your industry.
Resources and Education: Look for organizations that offer relevant training, tools, and updates.
Networking Opportunities: Consider the size and activity of the membership community.
Cost vs. Benefits: Evaluate membership fees against the tangible benefits you will receive.
Specialization: Choose an organization that aligns with your HR focus, whether generalist, compensation, public sector, or talent development.
Talking to colleagues and reading reviews can also help you make an informed decision.
Moving Forward with Confidence
The SHRM lawsuit serves as a reminder that professional organizations must maintain transparency and expertise and deliver real value to their members. HR professionals should stay informed about these developments and explore alternatives that better fit their needs.
By carefully evaluating options, HR practitioners can find organizations that support their career growth, provide credible certifications, and offer meaningful connections. Whether you choose to stay with SHRM or explore other groups, the goal remains the same: to build strong HR skills and advance your professional journey.
Take the next step by researching these organizations, attending local events, or reaching out to peers for recommendations. Your career deserves a professional community that truly supports your success.
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