HR Executive Defends Attendance at Controversial Conference

Human resources executive Dave Greenlaw plans to attend an upcoming conference organized by the Society for Human Resource Management (SHRM), which has sparked controversy due to the inclusion of conservative activist Robby Starbuck as a speaker. The event, scheduled for later this month in Washington, D.C., has faced backlash from some HR professionals who argue that Starbuck’s views on issues such as diversity, equity, and inclusion (DEI) are harmful.

Greenlaw, who has dedicated nearly 17 years to the HR field and has been a SHRM member for approximately four years, believes it is essential for HR leaders to engage with a variety of perspectives, even those that may be uncomfortable. Despite disagreeing with Starbuck’s stance, Greenlaw argues that understanding the full landscape of the workforce is crucial.

Understanding Diverse Perspectives in HR

In his view, a productive workplace encompasses a range of political beliefs and backgrounds. Greenlaw emphasized the importance of acknowledging different experiences, stating, “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.”

Historically, SHRM has invited speakers from across the political spectrum, including notable figures such as former Presidents Joe Biden, George Bush Sr., and Bill Clinton. Greenlaw considers this practice a valuable aspect of the organization’s mission to broaden the understanding of HR professionals.

The upcoming panel featuring Starbuck alongside lawyer and media personality Van Jones, moderated by SHRM’s CEO Johnny C. Taylor, is particularly significant to Greenlaw. He pointed out that both Starbuck and Jones are people of color, which adds a layer of complexity to the discussion surrounding DEI and LGBTQ issues.

Engaging with Controversial Voices

Greenlaw acknowledged that while he finds some of Starbuck’s statements “abhorrent,” it is vital to allow diverse voices to be heard. “Even though Starbuck might say some terrible things, I think it’s so important to acknowledge it and be prepared,” he remarked. He believes that exposure to contrasting viewpoints can equip HR professionals with the necessary tools to navigate internal disagreements that may arise within their organizations.

While many in the HR community express frustration over Starbuck’s invitation, Greenlaw urges a broader perspective. He recognizes the anger directed towards Starbuck but emphasizes the necessity of understanding why certain feelings exist and how they impact workplace dynamics. “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,” he explained.

As a member of the LGBTQ community, Greenlaw is aware of the potential harm certain views can inflict. Nevertheless, he advocates for a more comprehensive approach. “Not everyone in the world is gay. Not everyone identifies and believes what I do,” he said, stressing that HR professionals must keep this in mind when making decisions that affect their colleagues.

In conclusion, Greenlaw’s stance illustrates a commitment to fostering an inclusive environment in HR, even when it requires confronting uncomfortable truths. As the debate over Starbuck’s participation continues, his perspective highlights the importance of dialogue in understanding the complexities of today’s workforce.