This as-told-to essay is based on a conversation with Dave Greenlaw, a human resources executive in Washington, D.C., about why he plans to attend an HR conference later this month where conservative activist Robby Starbuck — a vocal critic of corporate diversity, equity, and inclusion initiatives — is scheduled to speak.
The event is being organized by the world’s largest HR association, the Society for Human Resource Management. SHRM is facing backlash over the matter, with some HR pros saying they are canceling their membership. Greenlaw, who has worked in HR for nearly 17 years and has been a member of SHRM for about four years, explained why he won’t be following suit.
This interview has been edited for space and clarity.
I completely disagree with Robby Starbuck’s views. But my personal take is that HR leaders need to understand the full landscape of the workforce and the workplace, even when it might be uncomfortable.
There are so many factors that go into a productive workplace, different political beliefs and walks of life. Whether it’s your sexuality, the color of your skin, your religion, whatever, I think it’s really important to have that full perspective, particularly as an HR professional, because you’re dealing with so much.
SHRM historically has hosted speakers across the political spectrum, such as former Presidents Joe Biden, George Bush Sr., and Bill Clinton, and I think that’s a good thing. It goes back to HR leaders needing to understand the full landscape, even when they might disagree with these people or their policies.
What I think is valuable about this particular talk with Starbuck is that he is going to be on a panel with [lawyer and media personality] Van Jones that will be moderated by SHRM’s CEO, Johnny C. Taylor, and they’re both people of color. And Starbuck’s views on DEI and LGBTQ issues — even though I personally find them abhorrent — he’s a voice that I think might resonate with a certain populist out there, and it’s important not to silence voices, even when you don’t agree with them.
Even though Starbuck might say some terrible things, I think it’s so important to acknowledge it and be prepared. What if you’re an HR professional and all of a sudden you’re handling something internally, and there’s a disagreement with two people who are speaking about politics or DEI?
Hearing Taylor, Starbuck, and Jones could give you perspective on the matter, and you can bring it back to your place of employment. A million things could come out of this conversation. It’s also important to acknowledge why people are upset about this. A lot of people feel like Starbuck doesn’t have a lot to add to the conversation because of certain things he’s already said. And I get that, too, and I understand the anger and frustration around it. But I think I see more of a broader, bigger picture.
I am a gay man, and I know the things that Starbuck has said are almost damaging to some of the members of my community. But you have to think of the bigger picture. Not everyone in the world is gay. Not everyone identifies and believes what I do. And when you’re an HR professional, that is what you really have to keep in mind.
If I’m always using my beliefs to make decisions on things — particularly when I’m an employer or an HR person — that’s not necessarily fair to the other individual, and I don’t think it’s necessarily appropriate. So I think it’s important to hear these perspectives, have different types of temperament, and work with different voices.
Are you a member of SHRM? Contact this reporter at sneedleman@businessinsider.com.
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