“Vader was seduced by the dark side of the Force.” – Obi-Wan Kenobi,
Born a slave on the desert world of Tatooine, Anakin Skywalker seemed destined for greatness. Discovered by Jedi Master Qui-Gon Jinn, he was believed to be the Chosen One, destined to bring balance to the Force. Gifted with unparalleled abilities, Anakin rose quickly within the Jedi Order under the mentorship of Obi-Wan Kenobi. Yet, his passion and deep attachment to those he loved began to sow the seeds of his fall. Haunted by visions of loss and tempted by promises of power, Anakin’s noble heart became vulnerable to the manipulations of Darth Sidious, the hidden Sith Lord. In his quest to save the ones he loved, Anakin betrayed the Jedi, transforming into the fearsome Darth Vader—a harbinger of destruction and terror across the galaxy.
Years later, redemption came in the most unlikely of forms: the love of his son, Luke Skywalker. In a moment of profound sacrifice, Anakin reclaimed his true self, rejecting the dark side and saving Luke from the Emperor’s wrath. By destroying Darth Sidious, he fulfilled the ancient prophecy and brought balance to the Force, dying not as Darth Vader, but as Anakin Skywalker. His journey from light to darkness and back again is a timeless tale of hope, forgiveness, and the enduring power of love.
I feel this story is the perfect metaphor for the Society of Human Resource Management, or SHRM.
Note: Nothing I write below is new. Other more qualified writers and HR pros have already written or spoken about the problem with SHRM, and I link to their conversations throughout. However, by writing this piece, I only hope to continue the conversation with potentially new audiences. And any time I can write about a Star Wars metaphor, I will do so!
SHRM is the largest professional organization for HR professionals, providing resources, certification, networking, and advocacy to advance the field of human resources. With over 300,000 members worldwide, SHRM sets industry standards, promotes best practices, and empowers HR leaders to drive business success and foster workplace excellence.
Or at least it used to.
I’m not going to rehash my own history and journey with the organization. I documented it here in my open letter to them. I’m here to focus on other things.
It has been well documented that SHRM has faced backlash and criticism from HR professionals who feel the organization has strayed from its mission to represent the interests of the profession. For those unfamiliar or not aware, here’s a history on #FixItSHRM. Another article titled The Problem With SHRM: Why HR Professionals Feel Disappointed, Disillusioned, and Deserted is linked below, and it’s excellent at laying out the history.
The frustration and justified anger from #FixItSHRM stem from SHRM’s lack of integrity in addressing its relationship with the Trump administration—an administration led by individuals with well-documented histories of racism, misogyny, and sexual misconduct. You will never find a more wretched hive of scum and villainy than the Trump Administration, yet SHRM leans in without pause.
HR professionals have worked tirelessly to rebuild the reputation of our field, only for SHRM—led by a CEO lacking credible HR experience—to undermine those efforts and drag us to the dark side.
Significant criticism from legitimate and seasoned HR professionals has highlighted concerns about SHRM’s alignment with member values and organizational practices. Notable examples include:
- Partnerships with Controversial Entities: SHRM’s collaboration with Koch Industries, owned by politically active billionaires Charles and David Koch. Members expressed concerns that such affiliations compromise SHRM’s neutrality and commitment to ethical leadership. Apple Podcasts
- Perceived Undermining of DEI Efforts: Industry analyst Josh Bersin criticized SHRM for its stance on Diversity, Equity, and Inclusion (DEI), suggesting that the organization attacked DEI initiatives, which are vital for fostering inclusive workplaces. Josh Bersin
- Insensitive Social Media Content: A SHRM tweet intended to promote DEI during Black History Month featured a graphic lacking diversity, leading to backlash from HR professionals. This incident raised questions about SHRM’s commitment to diversity and cultural sensitivity. Laurie Ruettimann
- Allegations of Discrimination: SHRM faced a lawsuit from a former employee alleging discrimination and retaliation. This legal challenge has raised concerns about SHRM’s internal practices and its role as a model employer. Apple Podcasts
- Perceived Disconnect from Modern HR Practices: HR professionals have expressed disappointment with SHRM’s focus on outdated topics, such as dress codes and tattoos, rather than addressing contemporary issues like analytics, AI, and agile HR. This perceived lack of relevance has led some to question SHRM’s role in the evolving HR landscape. Laurie Ruettimann
While I highlight a few podcasts, these stories can be found elsewhere. As such, I want to showcase that there’s more sources and it’s not just a few folks who feel disenfranchised. See here:
- The Problem With SHRM: Why HR Professionals Feel Disappointed, Disillusioned, and Deserted
- SHRM faces discrimination lawsuit from former employee and criticism from some HR professionals
- SHRM announces removal of E from DEI
- SHRM Stands Ready to Partner with Biden Administration to Support Work, Workers and Workplaces
- Jury may decide whether SHRM conducted sham bias investigation
- SHRM letter to President-elect Trump
- ‘It would be an honor’: SHRM’s Johnny C. Taylor reportedly on Trump’s short list for labor secretary
If you still have Twitter, I encourage you to search the hashtag #FixItSHRM for more commentary. Also, delete that cesspool social media app before you allow the dark lord to twist your mind, until you become the very thing you swore to destroy. But I digress.
These examples reflect a continuously growing sentiment among HR professionals that SHRM needs to realign with the values and expectations of the dignity the profession deserves to effectively represent and support the HR community.
This situation truly reminds me of the narrative of Anakin Skywalker in Star Wars. Anakin, once a promising Jedi, succumbed to the dark side, becoming Darth Vader and betraying the very principles he once upheld. However, through self-reflection and the influence of his son, Luke, he found redemption by renouncing the dark side and restoring balance to the Force.
Similarly, SHRM has the opportunity to realign with its foundational values, address member concerns, and reaffirm its dedication to the HR community, thereby restoring trust and integrity within the profession.
To redeem itself and rebuild trust within the HR community, SHRM should take the following steps:
- Recenter on the HR Professional’s Voice
- Actively engage with members through surveys, open forums, and listening sessions to understand their needs and frustrations.
- Use the #FixItSHRM movement as a guidepost to identify areas where SHRM has fallen short.
- Ensure Organizational Transparency and Neutrality
- Avoid partnerships and affiliations that could compromise SHRM’s neutrality, such as those perceived as politically motivated or misaligned with HR ethics.
- Publicly disclose decision-making processes and the reasoning behind significant partnerships or policy stances.
- Strengthen Ethical Leadership Advocacy
- Create clear, actionable initiatives to promote ethical leadership in HR, emphasizing diversity, EQUITY, inclusion, and justice.
- Put the E back in DEI. Full stop.
- Commit to holding organizations accountable for workplace practices that align with these values.
- Recommit to Grassroots Community Engagement
- Offer more localized support and resources to smaller SHRM chapters and individual members, ensuring their voices influence SHRM’s broader direction.
- Provide opportunities for members to collaborate on shaping SHRM’s strategic initiatives.
- Address Concerns Directly
- Acknowledge criticisms publicly, including those voiced through #FixItSHRM and other forums, and take visible steps to address these concerns.
- Provide updates on changes being made to restore credibility and improve representation of HR professionals.
Do I feel SHRM will take these steps? No, I got a bad feeling about this, honestly. I don’t feel they will as long as Johnny C. Taylor remains its CEO. He’s a strong-willed individual. He controls SHRM like Emperor Palpatine, aka Darth Sidious, controls Darth Vader.
Critics argue that Taylor’s divergence from the core HR experience has contributed to decisions that prioritize personal political visibility over advancing SHRM’s mission to support HR professionals. Unfortunately, given Taylor’s open courting of the Trump Administration makes a lot of the action steps I outlined a pipe dream.
However, in the vein that is Star Wars, I remain an eternal optimist. Luke believed there was still good in Vader. Few others believed that Vader would return to the light, but he ultimately did. One day, I hope SHRM can as well. Hope. Rebellions are built on it.
SHRM may not force choke anyone or breathe ominously, but their current position is akin to Darth Vader at his darkest—a figure once filled with promise, now seen by many as disconnected from its purpose. Just as Anakin found redemption through courage, humility, and the guidance of those who believed in him, SHRM can reclaim its role as a trusted champion for HR professionals. By owning its mistakes, prioritizing ethical action, and truly listening to the voices of its community, SHRM can not only repair its reputation but emerge stronger and more aligned with its mission.
Regardless, this is where the fun begins, and may the Force be with us. We’re gonna need it.
For those interested in HR support that isn’t from SHRM, this list by Tracie Sponenberg are the resources you’re looking for:
SHRM Alternative Conferences, Events, Communities and more – TS July 2024 full editing access
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