Hello GMA SHRM Members,

I hope you're enjoying a wonderful summer and finding time to relax, recharge, and enjoy the sunshine. As we transition toward fall, we’re excited to bring you a variety of professional development opportunities and ways to stay engaged with our HR community.

Upcoming Professional Development Summit (PDS) – Tuesday, August 19
Join us for our next PDS featuring two dynamic sessions:

• Steve Bench of Generational Consulting will present "Attracting Tomorrow’s Talent with Today’s Leaders"
• Nancy Kalsow will lead "Be Positively Contagious – Navigating HR Challenges with Finesse"

Be sure to register today and secure your spot!

Leadership in Action
Later this month, members of our Board of Directors will attend the WI SHRM Volunteer Leadership Conference in Oshkosh. This event is always a valuable opportunity to connect with leaders from across the state, exchange ideas, and bring back new perspectives to benefit our chapter and members.

Annual Compensation Survey – Now Open
Accurate local compensation data is a vital resource for everything from budgeting and workforce strategy to talent attraction and retention. That’s why GMA SHRM is once again partnering with Gallagher to bring you this year’s compensation survey. Your active engagement in this initiative is highly appreciated. Download and complete the questionnaire by August 15!

Get Involved & Stay Connected
Our chapter thrives because of your involvement. Whether you’re a longtime member or newly joined, we encourage you to attend an event, join a committee, or simply introduce yourself to a board member—we’re here to help you get connected and make the most of your membership.

I look forward to seeing many of you at our upcoming events. Until then, enjoy the rest of summer and get ready for a great fall season ahead!

Warm Regards,

Ashley Kowalchuk, SHRM-SCP, PHR
President, GMA SHRM
ashley.kowalchuk@iconicacreates.com



 

Legal Update: “I Didn’t Want to Make a Big Deal About It”

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

Brian Goodman

Storm Larson

Sometimes, employees make passing reference to workplace incidents that might qualify as harassment or discrimination based on protected class. An employee may not understand that when they bring these incidents up, an employer has an obligation to investigate to ensure that the situation has been resolved in order to protect the company from legal risk. Sometimes employees will be hesitant to work with the company to investigate an incident, claiming they “didn’t want to make a big deal about it.”

A well-drafted anti-harassment policy should contain a provision which states that employees have an obligation to cooperate with the employer's efforts to investigate allegations of workplace harassment and discrimination. Such a provision makes clear that an employee cannot make accusations and then refuse to assist the employer in resolving the matter and it gives the employer a legitimate basis for imposing discipline against any individual who refuses cooperation. However, imposing discipline against a complainant runs the risk of the complainant asserting a retaliation claim.

If an employee refuses to cooperate in an investigation after making accusations of harassment or discrimination, employers must proceed cautiously and with the assistance of legal counsel to assess any appropriate consequences for individuals who obstruct or otherwise refuse cooperation with a workplace investigation.

August Professional Development Summit 

August 19,  2025
Alliant Energy Center

 

Session 1: Attracting Tomorrow’s Talent with Today’s Leaders
Today's workplace is at a generational crossroads unlike any other time in our nation's history. As the Baby Boomers ride off into the retirement sunset, Gen X is left to manage an empowered Millennial generation raised with a new set of attitudes and expectations about their work-life balance. And just as we were beginning to understand Millennials, Gen Z is entering the workforce en masse! This keynote session focuses on talent attraction and workforce retention by building understanding of who we are, how we were raised, and how each generation views “work” as a part of their identity. Learn talent attraction and retention strategies to overcome generational differences and attract Millennial and Gen Z employees and keep them from leaving! Adulthood has changed, and depending on my life stage, I might prioritize my lifestyle over my career… So how do you manage and motivate someone who may not be as committed to their job as previous generations? This session will give you the answers, energize your group and get people talking!

Be Positively Contagious - Navigating HR Challenges with Finesse
We’ll explore the power of positivity and how it can support HR professionals for increasing their influence on organizational effectiveness and professional development strategies. The word Positivity gets a bad rap at times. But here’s the truth: POSITIVITY is a tool!  We’re not talking about toxic positivity here. This is the real stuff. Positivity is a tool that is scientifically designed to help you face reality and navigate workplace challenges, boost resilience, and increase team engagement. In this presentation, Nancy shares some engaging activities to demonstrate the power of positivity. You’ll learn how ‘nagging negative notions' steal momentum and motivation from your organization. Nancy will share her 3 step process to reframe what’s getting in the way of achieving business results. You’ll leave with tools to intentionally use positivity to achieve results in your organization. In addition to Nancy’s proprietary tools she’ll share some of the popular science backed studies of Shirzad Chamine, author of Positive Intelligence® and founder of the Positive Intelligence program. 

More Information and Registration

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Get Involved - Board Spotlight: Membership Recruitment and Retention

Submitted by Charlie Parker, Employee Benefits Consultant at Hausmann Group and Director of Recruitment and Retention
 

I hear time and time again that one of the most valuable parts of GMA SHRM is the lasting connections people make and the strong sense of community that naturally forms through membership. This is something that we are so proud of. Whether you're brand new to the chapter or a long-time member, we want to help you build meaningful relationships and feel right at home in Madison’s HR community.

The Membership Committee is all about deepening those connections and expanding our reach. We focus on both recruitment and retention, welcoming new faces while staying engaged with long-time members. Together, we create opportunities that bring people together: from casual breakfasts and lunches to fun networking events, education opportunities, and behind-the-scenes outreach. Our goal is to make sure every member has a chance to connect, grow professionally, and enjoy the experience along the way.

Take a look at the “Upcoming Events” on www.gmashrm.org for full details on events and registration info.

Want to get involved?
If you're passionate about GMA SHRM and everything we offer, hoping to expand your network, give back to the chapter, or just learn more, we’d love to hear from you! Our committee meets monthly and always welcomes new energy and new ideas!
Feel free to contact any of our committee leads:

• Janel Kalish
  janel.kalish@thirdcoastadv.com
• Heidi Zunker
  heidi.zunker@truitypartners.com
• Charlie Parker
  cparker@myhaus.com

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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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Volunteer Opportunity: Resume Reviewers Needed for South Central Wisconsin Job Fai

Submitted Ambar Aguirre Sanchez, HR Generalist at Veridian Homes and Director of Workforce Readiness

GMA SHRM’s Workforce Readiness Committee is seeking volunteers to serve as resume reviewers at the upcoming South Central Wisconsin Job Fair on Tuesday, September 9, from 12:30 p.m. to 5:00 p.m.

This is a great way to use your HR experience to support community members in their job search. Volunteers will provide quick, 10-minute resume reviews for job fair participants. All levels of HR experience are welcome and encouraged to participate!

Event Details
 

Volunteer shifts: We’re seeking 6-8 volunteers per shift.

• 12:30 p.m. – 3:00 p.m.
• 3:00 p.m. – 5:00 p.m.

•  Alliant Energy Center, 1919 Alliant Energy Way, Madison

•  Free Parking!

If you have questions or would like to sign up, please contact: Ambar Aguirre Sanchez, Director of Workforce Readiness, asanchez@veridianhomes.com.

We hope you’ll join us in making a positive impact in our community!

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Diversity Observances in July and August

Submitted by Lana Martin, HR Coordinator at UW Madison – University Health Services and Director of DEI

Resource of the Month: 
August is Intersectionality Awareness Month

 

Intersectionality, Kimberlé Crenshaw. Screenshot from the Makers Conference (2020)

Intersectionality is a framework for understanding how the multiple identities each person holds—such as race, class, gender, sexuality, ethnicity, nationality, ability, age, background, and family structure—intersect to shape their unique experiences of privilege and discrimination.

Coined by legal scholar Kimberlé Crenshaw, the term emphasizes that people do not experience systems of advantage or oppression through a single lens. For example, the experiences of a Black woman in the workplace may be shaped by both her race and gender in ways that are distinct from those of someone who shares only one of those identities.

For HR professionals, acknowledging intersectional identities is essential to fostering inclusive, equitable, and psychologically safe workplaces. Everyone brings unique identities that influence how they experience company culture, advancement opportunities, bias, and belonging.

When we acknowledge that all people hold multiple, intersecting identities, we’re better equipped to:

1. Design inclusive policies that don’t unintentionally exclude or marginalize certain groups
2. Address bias more effectively by understanding how it can manifest in complex ways
3. Cultivate belonging by making space for the full, authentic selves of employees
4. Strengthen retention and engagement by ensuring people feel seen, heard, and valued

Recognizing and honoring people’s intersectional identities is essential for meaningfully addressing social inequities and developing inclusive, effective solutions.

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August and September 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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