“A former employee of SHRM filed a lawsuit in 2022; the plaintiff is described as a brown-skinned Egyptian Arab woman who began working in SHRM’s educational design department in 2016.”
This case involves allegations of racial discrimination where the SHRM employee asserts that their supervisor systematically favoured white employees over non-white employees. After raising concerns about unequal treatment, the plaintiff claims they were excluded from meetings and eventually terminated on grounds of poor performance. However, on October 8, 2024, a federal judge ruled that the case warranted a jury trial, citing evidence that the plaintiff had consistently received “Solid Performer” or “Role Model” ratings in performance reviews. Additionally, a white co-worker admitted to missed deadlines without facing disciplinary action.
This case underscores the systemic issues of racial discrimination in the workplace, which HR leaders must address head-on to foster an environment of equality. Employees who report discrimination must feel supported rather than marginalised, and it is imperative that HR leaders remain impartial when handling such reports. The colour of an employee's skin should never determine their treatment, and complaints should be thoroughly and fairly investigated to maintain trust in HR's role.
For SHRM, a global leader in human resources, this case represents a significant reputational challenge. Allowing it to escalate to a jury trial indicates a potential lapse in internal handling, which could be perceived as a failure to support fairness and inclusivity. Had SHRM taken proactive steps to establish a more transparent, supportive environment, this matter might have been resolved within the organisation. As HR leaders, it’s better to challenge stakeholders internally - even at the risk of being labelled - than to allow the organisation to face significant reputational damage and potential loss of customers. HR leaders play a critical role in helping other leaders recognise that the world of work has evolved, demanding increased visibility and accountability at every level
At CCPO, we are dedicated to training and supporting HR leaders who prioritise fairness, impartiality, and proactive resolutions, ensuring that all employees feel valued and heard. SHRM, as an industry leader, now faces the opportunity to reinforce its commitment to these principles to maintain its standing as a trusted HR authority.
