Greetings GMA SHRM Members!

As we approach the end of Q1 and welcome the arrival of spring, this time of year is filled with hope and anticipation for what lies ahead.

One exciting development is the announcement of our new Board of Directors slate that is coming together beautifully and we’re looking forward to sharing soon.  We extend our heartfelt thanks to everyone who nominated a peer or submitted a self-nomination for the 2025-2026 board year, and to our current Board Members who continue to generously share their time and talents.  There is so much exciting momentum and success that I am certain will undoubtedly continue into the new year.

Attending our in-person networking and educational events is a fantastic way to connect with GMA Board Members and discover the exciting opportunities that getting more involved can offer. If you’re interested in exploring how to get more involved through your membership, please reach out to myself or any Board member for assistance.

March is a fun-filled month with events you won’t want to miss!  Here’s a quick lineup:

• March 18^th will be our first in-person Professional Development Summit (PDS) of the year back at the Alliant Energy Center.  You can register here to join us for these great presentations:
  • Session 1: Unlocking Growth: The Art of Developing Leaders Within your Organization
  • Session 2: Human Connection: The competitive Edge in an AI-Driven World
• Our March HR Roundtables offer three options for impactful virtual discussions. Explore the details here to find the best fit for you.

April and May have some great events too including our 2025 Human Capital Conference!

• April 23rd - GMA SHRM 101!  Don't miss this chance to learn about specific GMA SHRM programs and how your involvement with GMA SHRM can support you & your success!
• 2025 Human Capital Conference!  Full day HR Conference with nationally acclaimed keynote presenters, multiple breakout sessions, and networking.   

Visit our events page to stay updated on all the details, register, and explore more exciting opportunities to come.

I look forward to seeing you soon and wish you all a wonderful start to spring!

Warm regards,

Laura Bermudo, President
Greater Madison Area SHRM Chapter
lbermudo@myhaus.com / 608.383.4568

Legal Update – What Employers Need to Know About President Trump's Executive Order on DEI Policie

Submitted from Storm Larson, Brian P. Goodman, and Aiyanah Simms, Attorneys at Boardman & Clark LLP, a Platinum Partner

Storm Larson

Brian Goodman

Aiyanah Sim

Following his inauguration in January, President Trump signed a series of executive orders, including one entitled "Ending Illegal Discrimination and Restoring Merit-Based Opportunity." This executive order directs federal agencies to "terminate all discriminatory and illegal preferences, mandates, policies, programs, activities, guidance, regulations, and requirements" while encouraging private employers to do the same.

This order does not require employers to remove their existing diversity, equity, and inclusion (DEI) or anti-discrimination programs and initiatives, provided they are consistent with applicable existing laws. For example, this executive order does not override the Civil Rights Act of 1964. The executive order focuses specifically on exclusionary practices that are likely already discriminatory under existing law. The executive order merely emphasizes that enforcement against such practices will likely be a higher priority for the federal government going forward.

In light of the increased scrutiny by the federal government, some employers are eliminating, restructuring, or renaming their DEI programs. However, such changes are not necessarily required by law. Employers should carefully review their current DEI policies and initiatives with legal counsel to ensure they comply with federal, state, and local civil rights and anti-discrimination laws.

Top 5 Workplace Policy Issues to Watch in 2025

Submitted by Mai Xiong, Director of Government Relations

With the new administration, HR professionals face new complexities that could impact compliance, culture, and workforce strategy. 

Here's the Top 5 Workplace Policy Issues for HR Professionals to Watch in 2025: 

1. Regulatory changes under the new administration
2. Ongoing inclusion and diversity (I&D) concerns
3. Artificial-intelligence-driven workforce displacement
4. Workforce participation gaps
5. The growing need to enhance employee well-being and benefits

2025 GMA SHRM Human Capital Conference!

 

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SHRM Certification Prep Resources: Early-Bird Deadline for Next Testing Window is March 31st.
 

Submitted by Andrea Wyant, HR Manager of Spectrum Brands and Director of Certification
 

SHRM offers two testing windows a year for HR professionals to sit for the SHRM-CP or SHRM-SCP exam. The next testing window will be May 1st – July 15th. Testing information can be found here.

For our members who are preparing to take the exam this year, we’re pleased to announce that our next certification prep sessions are starting end of April! Registration and event information can be found here.

In addition to the prep sessions, we are also hosting a virtual panel event on April 9th from noon to 1 pm. If you want to hear directly from GMA SHRM members who have recently taken the certification exam, please mark your calendars! Three panelists will share the realities of the test taking experience, and their best advice for if you’re considering or planning to pursue certification. Registration and event information can be found here.

Any certification questions can be directed to our Director, Certification – Andrea Wyant at andrea.m.wyant@gmail.com.


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Professional Development Summit

Tuesday, March 18, 2025
In Person Event
Alliant Energy Center

Session 1: Unlocking Growth: The Art of Developing Leaders Within your Organization
     Presented By:  Jason Chance, Lift Consulting

Session 2: Human Connection: The Competitive Edge in an AI-Driven World
     Presented by:   Jonathan Reynolds, Titus Talent Strategies

PDS programs are free for members!  Click the link below for program descriptions and registration.

More Information

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2025 Virtual Roundtables Open for Registration!

 

Join us for these virtual discussions facilitated by members!

During Roundtables, members discuss their emerging HR challenges and when possible, others offer possible solutions, support, and resources. Come with those questions top of mind for your organization, offer your own experience and best practices, or simply join to network with others.

More Information and Registration

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Elevating Employee Experience: Strategies for Personalization

Submitted by Jim Morgan, Courtney Lamers, Lisa Hirchert at MRA, a GMA SHRM Gold Partner 

Employee experience encompasses every touchpoint of an employee’s journey within an organization. It is shaped by company culture, the physical work environment, technology, and opportunities for professional growth. Recognizing its impact on engagement and retention, 75% of organizations who participated in a recent MRA Hot Topics Survey said they are actively personalizing the employee experience in 2025.

The top five strategies* being implemented include:

• Flexible work hours (67%) – Providing employees with autonomy over their schedules.
• Remote work options (55%) – Supporting hybrid and fully remote work arrangements.
• Personalized workspaces (51%) – Allowing employees to customize their work environments for comfort and productivity.
• A la carte benefits (48%) – Offering flexible benefits that cater to diverse employee needs.
• Diversity, equity, and inclusion (DEI) initiatives (45%) – Fostering an inclusive culture where employees feel valued.

*Multiple responses can total more than 100%

The Business Case

Flexible hours - Flexible hours allow employees to work during their most productive times, minimizing periods of low engagement or energy. By aligning work schedules with personal peak performance, employees can complete tasks more efficiently, reducing delays and increasing output. Additionally, flexibility helps employees better manage personal commitments, leading to fewer interruptions during work hours and more consistent productivity. This approach not only reduces downtime but also boosts overall efficiency and job satisfaction.

Remote work – Remote work allows organizations to hire talent from a wider geographic area, giving access to highly skilled candidates who may not be available locally. This expands diversity, brings in fresh perspectives, and helps businesses find the best talent without relocation constraints. A remote-friendly workforce is also better equipped to handle disruptions from inclement weather or natural disasters, which can halt customer support efforts if employees can’t get to the office.   

Personalized workspaces - Allowing employees to customize their workspaces and technology setups to support workflow, minimize distractions, enhance comfort, and improve efficiency boosts productivity and improves job satisfaction because employees are working in an environment tailored to their needs. This flexibility also supports accessibility and reduces physical strain, leading to better health and fewer workplace injuries.  Personalizing workspaces fosters a sense of ownership and engagement, improving morale.

A la carte benefits - A flexible benefits package accommodates employees at different life stages and with varying personal priorities, while customizable benefits appeal to a diverse workforce, helping to attract and retain top talent. A flexible benefits package that lets the organization allocate resources more effectively by offering benefits employees actually use can also positively impact the bottom line. Some examples of benefits tailored to employee needs include

• Lifestyle Benefits with options like travel reimbursement, pet insurance, home office stipends, or access to discounts on services like fitness classes or entertainment.
• Childcare and Family Support Benefits which may include childcare subsidies, parental leave, backup daycare services, or eldercare resources.
• Enhanced Retirement Benefits such as a flexible 401(k) plan with customizable contribution rates, stock options, financial wellness programs, or phased retirement. 

Diversity, equity, and inclusion (DEI) initiatives - When employees feel respected and included, they are more likely to be productive, committed, and motivated to contribute their best work. When they are treated fairly and paid equitably, they are more likely to trust the organization to have their best interests in mind. DEI initiatives enhance retention, attract diverse talent, and strengthen an organization’s reputation, ultimately driving long-term business success.

By prioritizing employee experience, organizations cultivate a workplace where employees feel engaged, supported, and aligned with company values—leading to increased retention and long-term success.

How can your organization personalize your employees’ experience in the coming year? 
 

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Diversity Observances in March and April  February and March

Submitted by Mary Vesely, GMA SHRM Director of Diversity 

Resource of the Month: 
March is Women’s History Month. Check out this link to learn how you can celebrate this special month: 
https://unexpectedvirtualtours.com/resources/womens-history-month-ideas-for-work/


March and April Observances

Use these observances for team engagement! Have fun, celebrate diversity, and take this opportunity to share stories and learn more about your teammates.  

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GMA SHRM – Board Spotlight

Submitted by Dana Denny, Past President

We are excited to share the outcomes of the January 2025 Strategic GMA SHRM Board Retreat, where our Board Members came together to refine the direction of our Association over the next six months. During this retreat, we focused on better aligning our goals and strategies to ensure we continue to meet the needs of our members and the broader community. Through thoughtful discussions and collaborative efforts, we continue to refine and develop a roadmap that will guide our initiatives and activities for the remaining year.

In addition to establishing short-term directives, the retreat was also a platform for developing new initiatives. Our Board Members worked diligently to identify key areas for growth and innovation, resulting in several exciting projects that will enhance our services and impact. Through dedicated work sessions, we strengthened collaborative partnerships between our Board Committees, fostering a spirit of teamwork and shared purpose. These strengthened partnerships will be crucial as we move forward, ensuring that our collective efforts are cohesive and effective.

We invite all members to stay engaged and participate in upcoming events and initiatives. Your involvement is key to our success, and we look forward to your continued support and collaboration. Together, we can achieve great things! For more details and to stay updated on all upcoming events, please visit gmashrm.org, or contact any of our Board Leaders for additional information.
 

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GMA SHRM – Retiree Membership
 

Have you retired from a career in the HR profession or do you know someone who has?  Want to stay connected to friends and the profession while also giving back?  GMA SHRM now offers a Retiree Membership option.  Dues are discounted to $25 for a 12 month membership for all retired HR professionals. 

To qualify you need to have been employed in Human Resources and no longer represent a company.   We ask Retiree Members get involved and join a committee and/or participate in monthly HR Advice Network group meetings (roundtables). 

For more information, visit our Retiree Membership page.

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Welcome New Members!

HR InTouch Guidelines