HR Conference Sparks Dialogue Across Divides

The Society for Human Resource Management (SHRM), the world’s largest HR association, brought together anit-DEI activist Robby Starbuck with Van Jones, a CNN host and founder of Workbettertogether.ai and DreamMachine.org, during a two-and-a-half hour conversation on October 28. The session, moderated by SHRM President Johnny C. Taylor, Jr., headlined the in-person Blueprint 2025 conference in Louisville, Kentucky.

Controversy Before the Conversation

Starbuck’s participation, announced September 9, ignited immediate backlash from HR and DEI professionals. Critics questioned why SHRM would give a platform to a vocal critic of corporate diversity programs, especially one an HR or organizational development background. Some registered attendees said they would skip the event; others said they would drop their SHRM memberships altogether.

Yet, the session largely achieved its intended purpose modeling respectful, productive dialogue, according to attendees.

“It was a balanced, respectful, insightful discussion that added nuance to a very thorny, and very necessary topic,” said Marc Moschetto, founder of KickMotor Consulting.

HR exec Rita Kennedy praised SHRM in the livestream chat. “Huge props to SHRM for putting this on and standing tall despite the heat. They’re talking about the realities of what the workforce at large is facing.”

Even skeptics saw value. Jesse Rivas, a senior HR manager, said,  “I think it was interesting in ways I did not expect, but in the long run I think it shows the gap between the opposing views in the country.”

Face-to-Face Critical When Controversy is Involved 

Taylor emphasized the importance of bringing opposing views into the same physical space. “We need to model the behavior we all need to take place in our workplaces,” he said. “This was to engage and have conversations with people who see the world differently than us.”

Jones warned that workplace division will escalate as social and AI-driven algorithms push people further apart, making face-to-face conversations increasingly critical. “If we had this conversation over Twitter, it would have been a war,” he said. “These are complicated questions and it’s best to get people in a room together.”

Taylor agreed: “We want human beings to do what human beings do and it’s more optimal in person. People get mean behind the screen.”

Moschetto feels the same. “I think replacing the anonymity afforded by a screen and a keyboard with actual face-to-face interaction will often lead to more civil discourse, and I applaud SHRM for making it happen. So, by extension, I think both gentlemen, emphasis on both, can be different online and in conventional media forums,” he said. “This event was a positive step toward helping two divergent points of view move toward understanding and cooperation.”

Diverse Panels Often Lead to Diverse Thoughts

Jones added that diverse panels often result in diverse thoughts. “This panel itself is proving the point that by having differences and managing it well everyone learns something,” said Jones.

Starbuck credited Taylor for asking DEI questions that were substantive. “Johnny could have asked questions built to make us fight with each other but he didn’t. He asked questions that actually had substance and were meant to hear out what each of us thought,” said Starbuck. “I am sure there are people who walked in here thinking I am a monster from hell and are leaving now saying I really don’t like him but he’s not a total monster and that’s a win in my book.”

Audience members used the Q&A to challenge SHRM more directly. One attendee questioned why the event was rebranded from SHRM Inclusion to Blueprint, suggesting the change diluted its commitment to inclusion.

“We have experienced a seismic shift the last eight months and we believe we all need a blueprint to navigate it all,” said Taylor. He added that the organization’s mission remains the same.

The event follows ongoing debate about last year’s decision to drop “equity” from SHRM’s DEI framework, now termed inclusion and diversity (I&D).