Several of the most prominent chapters within the Society for Human Resource Management (SHRM) have recently taken to public platforms to reiterate their autonomy and operational separation from the parent organization. This flurry of statements followed the high-profile conclusion of an employee discrimination lawsuit that culminated in a jury awarding $11.5 million in damages—a decision that has both legal and reputational implications for the organization. Business Insider identified LinkedIn communications from ten affiliates across the United States responding directly to the verdict, which commentators have described as “nuclear” due to its magnitude and symbolic impact. Among those weighing in was SHRM’s largest domestic affiliate, the Southern California–based Professionals In Human Resources Association, representing approximately 3,500 members. Each of these posts shared a consistent message: that while the chapters maintain a formal relationship with SHRM International, headquartered in Virginia, they function under their own governance and decision-making structures, free from direct oversight by the parent body.
New York City SHRM, for instance, explicitly clarified that despite being an official affiliate, the chapter is neither controlled by SHRM’s executive management nor implicated in the recent litigation. Similarly, Chicago SHRM echoed this sentiment by emphasizing its independent organizational framework—complete with distinct bylaws, an elected board, financial management systems, and its own strategic agenda. The New York and Chicago chapters, serving approximately 1,400 and 1,000 professionals respectively, joined several others across the country—including affiliates in Texas, Oregon, Illinois, and multiple northeastern states—in reaffirming this message of autonomy. Interestingly, the majority of SHRM’s more than five hundred affiliates worldwide remained silent, choosing not to issue public statements despite the heightened media and member attention.
SHRM, which oversees 556 chapters and 51 state councils globally, maintains a complex affiliate structure that blends local independence with shared branding and mission alignment. The organization allocates certain financial resources to its affiliates, encouraging their members to pursue SHRM certification programs while also linking membership dues to the international entity. In response to inquiries from Business Insider, SHRM reiterated that local independence is an inherent aspect of the affiliate model, noting that chapters and councils have always been legally distinct entities responsible for their own operational and strategic determinations. Eddie Burke, an official SHRM spokesperson, reinforced this point in an email statement, emphasizing that the organization frequently reminds its affiliates of their self-governing status—though he declined to address specific questions regarding the substance of the affiliates’ social media posts.
The lawsuit that precipitated this widespread communication effort was initiated in 2022 by Rehab Mohamed, an Egyptian national who served as an instructional designer for SHRM from 2016 until 2020. Mohamed alleged that during her tenure she was subjected to racial discrimination by a white supervisor and subsequently faced retaliatory actions after voicing complaints internally. A federal jury in Colorado ultimately ruled against SHRM, finding the association liable for both the discriminatory behavior and the ensuing retaliation. The financial outcome included $1.5 million in compensatory damages intended to redress personal harm, and an additional $10 million in punitive damages imposed as a deterrent. SHRM has publicly disputed the jury’s conclusions, insisting that the verdict misrepresents both the factual record and the organization’s principles of fairness and ethical employment practices, and it has pledged to pursue an appeal.
Leadership at various chapters sought to clarify their motivations for speaking up. For example, Jane Billbe, president of Washington State SHRM, explained that her chapter’s communication aimed to reassure local members and partners by offering transparency rather than seeking to distance the group from SHRM International. The Southern California affiliate—Professionals In Human Resources Association—invoked its code of ethics in its post, emphasizing a duty for all members to act with honesty, comply fully with applicable laws, and maintain workplaces free of harassment, discrimination, or retaliation. CEO Rafael Rivera noted that issuing such a statement was an unprecedented step for his chapter, one taken primarily because some members did not grasp the structural distinction between their local organization and SHRM’s national headquarters, nor were many aware of the recent legal developments. The aim, he said, was purely informative—to ensure stakeholders understood that the affiliate operates independently and was not directly involved in the litigation.
The reaffirmation of independence is not without historical context. Past tensions have surfaced between SHRM and its chapters, notably in 2016 when the national body brought legal action against a Northern California affiliate for attempting to host an “HR West” event outside its designated territory, allegedly without coordination with neighboring chapters. The case was ultimately dismissed after the presiding judge questioned the legal solidity of SHRM’s claims. Burke later confirmed that the chapter in question subsequently ceased to be part of the organization’s affiliate network.
This latest wave of public statements also reflects the concerns of local members, many of whom reportedly contacted chapter leaders seeking clarity regarding whether the lawsuit impacted their affiliate. Some local organizations, such as those that mandate dual membership with SHRM International, faced heightened scrutiny. Compounding member frustration were recent financial updates—SHRM had raised its annual membership fees by 13 percent earlier in the year to $299, though Burke assured that no further increases were planned for the remainder of the year. Beyond membership, SHRM continues to operate as a prominent provider of HR education, certification programs, and research, presenting itself as a global authority and thought leader on workforce development and the future of work.
Before the trial, SHRM’s legal team sought unsuccessfully to prevent the plaintiff’s attorneys from characterizing the organization as an expert in human resources best practices—a label that underscored the irony of the allegations against it. During court proceedings, Mohamed’s counsel argued that SHRM had mishandled its internal response to her discrimination complaints, thus failing to uphold the very standards of equity and professionalism that it promotes to the HR industry.
Some affiliates used the incident as an opportunity to encourage introspection among HR professionals. DallasHR, one of SHRM’s largest Texas-based chapters, released a statement highlighting the broader lesson embedded in the verdict—the ongoing necessity for HR practitioners to continually educate themselves and support one another. The group stressed that the assumption of being “fully trained” or immune from workplace misconduct is both complacent and dangerous, concluding that continued vigilance and learning are indispensable to maintaining ethical excellence in the field.
Taken together, these statements from SHRM’s regional affiliates form a unified narrative of transparency, professional ethics, and organizational self-definition. While the lawsuit outcome poses immediate challenges for SHRM International, it has also galvanized its local partners to reiterate their guiding principles of fairness, independent leadership, and accountability—values that underpin not only their chapter operations but the very credibility of the human resources profession as a whole.
Sourse: https://www.businessinsider.com/some-shrm-affliates-clarify-independence-after-verdict-2025-12
