The debate over the future of DE&I and what to call it seems never-ending. Now, the Society for Human Resource Management (SHRM), the country’s largest HR association, is moving away from the term “DE&I.”

The latest. In a July 9 LinkedIn post, Johnny C. Taylor, SHRM’s CEO, announced the organization’s diversity initiative will now be called I&D, or inclusion and diversity, rather than DE&I. SHRM also shared the news on its LinkedIn page, sparking a debate with almost 900 comments. In his post, Taylor defends the change, arguing that current DE&I initiatives “simply aren’t working.” He also reasoned that the term “DE&I” has become polarized, whereas I&D “shifts from our differences to our commonalities,” as well as complements SHRM’s overall focus on inclusion.

Polarized HR leaders. The response from business and HR leaders was swift and somewhat mixed. Several commenters applauded the change, calling it a positive step forward. Jim Fielding, a business author and coach, praised the move. “This is visionary, thoughtful, and so important. Appreciate the work and the leadership,” he wrote on LinkedIn.

However, many decried it, alleging the move is a step backward and a play based on pressure.

Keep reading here.—KP

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Over one-third of US employees have been laid off or have worked at a company that has conducted layoffs at some point in their careers, according to a recent report from employee recognition platform Workhuman.

“People are going into workplaces now assuming that, at some point in their lives, a layoff may impact them, whether it’s indirectly—and then they have that guilt of being the ones left behind—or if it’s directly,” KeyAnna Schmiedl, Workhuman’s chief human experience officer, told HR Brew. “People are kind of numb now to the idea [that] layoffs are not rare.”

And workforce reductions can lead to heightened anxiety, disengagement, and low productivity among employees, the report found. So, Schmiedl said, HR leaders need to be strategic when communicating with a post-layoff workforce.

Money talks. When discussing layoffs with employees, HR should be prepared to have a transparent conversation about the company’s finances, Schmiedl said.

Keep reading here.—MC

When Amy Gilliland learned, in late 2020, that one of her employees at General Dynamics Information Technology (GDIT) had died by suicide, the president of the multibillion-dollar tech and professional services firm knew she had to make a change.

“Our employees were struggling with Covid and all of the other stressors that were out there,” she told HR Brew, “and it became clear to me that, as a business, we had a responsibility to lean in and help be part of the solution.”

In 2021, she launched, “How are you, really?” a mental health campaign to encourage conversations and increase awareness about mental health challenges and resources in the workplace.

Gilliland, who served in the US Navy and as SVP of HR administration at General Dynamics prior to her current role, sat down with HR Brew during a May virtual event to discuss the campaign and her advice for HR pros pursuing similar initiatives.

Keep reading here.—VV

Things could go…wrong. It’s an unfortunate fact of the workplace, and it’s something HR teams know all too well. That’s why Tava Health put together this 22-page customizable crisis support template. It’s got tons of checklists that’ll help you navigate cybersecurity breaches, natural disasters, crisis resolution—you name it. Be prepared for anything.