The Unseen Side of SHRM: A Look Inside

Recent Incidents

• Marilyn Monroe Impersonator Incident
• A Marilyn Monroe impersonator sang "Happy Birthday" to an executive.
• This occurred right after a moment of silence for the 9/11 anniversary.
• Former employees found it inappropriate, questioning SHRM's workplace behavior standards.

Ongoing Issues

• Leadership and Workplace Culture
• CEO Johnny C. Taylor Jr. has been criticized for labeling employees as "entitled" and "complacent."

• Questions arise about SHRM's adherence to its own HR advice.

• Strict Policies
• 9 a.m. Arrival Time
• Employees had to be escorted to their desks if they arrived even a minute late.
• A pregnant employee reportedly cried after hurting herself while rushing to make it on time.
• SHRM claims employees can arrive anytime between 8 a.m. and 9 a.m., but former staffers say the policy was strictly enforced.
• Conservative Dress Code
• A memo mentioned "enclothed cognition," banning sneakers, denim, and sequins.

• SHRM says this isn't a company policy, but former employees say it was enforced.

• Layoffs and Leadership Transparency
• Taylor announced a "total reorg" in a meeting, stating he hadn't consulted anyone about it.
• This came after another meeting where he said no layoffs were planned.

• Former employees say layoffs happen every year, and those who question leadership often find themselves out of a job.

• DEI Initiatives
• SHRM has dropped "equity" from its DEI (Diversity, Equity, and Inclusion) initiatives, now calling it I&D (Inclusion and Diversity).

• This move has upset some members, who feel SHRM is backing away from important values.

• Legal Issues
• A lawsuit from a former employee claims racial discrimination.
• The case is set to go to trial in December.

• SHRM denies the claims, but the case has raised questions about their internal practices.

• Financial Growth
• Despite controversies, SHRM's revenue has grown.
• Membership fees and Taylor's compensation have also increased.

The Big Question

• Is SHRM really setting the standard for HR practices, or is it just another company struggling with its own policies?