August 2026

Hello GMA SHRM Members,

As HR professionals, we have a unique opportunity to shape the future of work. In an era defined by innovation, data, and changing employee expectations, our greatest strength remains our ability to connect strategy with people.

By embracing new technologies, fostering inclusive workplaces, and staying agile in the face of change, we can help our organizations thrive while ensuring that people remain at the heart of progress. As leadership expert Peter Drucker famously said, “The best way to predict the future is to create it.” As HR leaders, we are not simply adapting to the future of work; we are helping to create it every day through the decisions we make, the talent we develop, and the cultures we build.

As August arrives, I hope you're finding time to enjoy everything a Wisconsin summer has to offer. Whether it's a walk around Lake Mendota, a weekend at the farmers’ market, a Concert on the Square, or simply soaking up some sunshine between meetings, I hope you've found a few opportunities to recharge. After all, HR professionals are often the first to remind others about well-being, so consider this your friendly reminder to practice what we preach!

Wisconsin Summer Fun Fact: Wisconsin is home to more than 15,000 lakes and over 800 miles of Great Lakes shoreline, giving us plenty of opportunities to enjoy the outdoors before another Wisconsin winter arrives!
As we look ahead to fall, GMA SHRM is excited to continue supporting your professional growth and connection to our vibrant HR community.

Professional Development Summit | August 18
Join us at the Alliant Energy Center for our August Professional Development Summit:
8:00 a.m. - 10:00 a.m.
Beyond the Paycheck: The Intangible Value of Total Rewards
Presenter: Summer Rector, HCSC
10:15 a.m. - 12:15 p.m.
Mental Health: The Culture of Gratitude: Practical Strategies to Boost Engagement and Mental Well-Being
Presenter: Traci Austin, SPHR, SHRM-SCP, PCC, Elevated Talent Consulting

Professional Development Summits provide quality HR education and recertification opportunities through two engaging sessions offered five times each year. Best of all, registration is free for GMA SHRM members!

Compensation Survey: Your Participation Matters
Our annual GMA SHRM Compensation Survey is now open in partnership with Gallagher. Reliable local compensation data remains one of the most valuable resources available for workforce planning, talent attraction, retention, and budgeting. If you haven't yet participated, please complete the survey by August 29. Your contribution strengthens the quality of insights available to organizations throughout the Greater Madison area.

Learning Beyond Our Chapter
This month, several members of our Board of Directors will attend the WI SHRM Volunteer Leadership Conference, bringing back new ideas and best practices to better serve our chapter. I also strongly encourage you to register for the upcoming Wisconsin SHRM State Conference, where more than 1,000 HR professionals from across the state will gather to learn, network, and earn certification credits. With an exceptional lineup of keynote speakers and educational sessions, it's an outstanding investment in your professional development.

One Agenda, One Purpose
In the Summer 2026 edition of SHRM HR Quarterly, former Boeing Defense, Space & Security CEO Leanne Caret shares a powerful reminder: “The HR agenda and the business agenda are the same thing.” Her message reinforces what many of us experience every day: HR's greatest impact comes when we help organizations achieve business success while improving the lives and experiences of employees. I encourage you to read the Summer 2026 issue for additional insights and inspiration.

Finally, thank you to our more than 600 members who make GMA SHRM such a strong and supportive community. Whether you're attending a program, mentoring a colleague, participating in a survey, or sharing your expertise, you are helping elevate the HR profession across Greater Madison.

Enjoy the rest of your summer, stay connected, and continue making a difference in your organizations and communities. I look forward to seeing you all at upcoming events.

Please don’t hesitate to reach out to me at wlmanning@wisc.edu—I would love to hear from you.

Warm regards,
Wanda Manning, MBA, SHRM-CP
President, GMA SHRM
wlmanning@wisc.edu

Government Affairs & Legal Updates

Legal Update: Discrimination Claims Need More Than Numbers

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

Storm Larson

Brian Goodman

Emmerson Mirus

A recent decision from the Seventh Circuit Court of Appeals shows that plaintiffs must come to court equipped with the right evidence to prove that employers are systematically discriminating against applicants and employees. In Koehler v. Infosys Technologies Limited, Inc., the trial court dismissed claims brought by four individuals who were non-South Asian and were either former employees or applicants of Infosys. These individuals claimed they suffered discrimination based on race and national origin because they were either terminated or not hired by Infosys.

To support their claims, the four plaintiffs tried introducing an expert witness’s report that showed that Infosys’s workforce was 89.39% South Asian, but only 11.45% of the relevant workforce pool was South Asian. According to the non-South Asian plaintiffs, this showed that Infosys had a discriminatory preference for South Asians. Ultimately, the trial court excluded this evidence because the expert’s methodology used to generate the report was unreliable. According to the trial court, Infosys’s demographic data did not track the precise characteristics that the plaintiffs needed to show that their conclusions were reliable. The trial court’s decision to exclude the report was affirmed on appeal.

This case serves as a good reminder that, although demographic data can sometimes be a powerful tool for plaintiffs, it must be used in a way that leads to reliable conclusions about what it shows. Courts will not automatically accept conclusions drawn from expert reports in proving that employers are using a discriminatory employment practice.

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Compensation and Benefits

2026 GMA SHRM Compensation Survey Participation Open!

Submitted by Raj Ravi, Director of Human Resources at Hooper and Compensation Survey Committee Director at GMA SHRM

Download the Survey Questionnaire

Competition for employees across all industries is at an all-time high, leading to rapidly escalating salaries. The GMA SHRM Compensation Survey provides up-to-date local, regional, and national benchmarks to help you get a better handle on this challenging labor market. Conducted by Gallagher Surveys, this general industry survey collects base salary, bonuses, total cash, salary ranges and HR policy data for more than 170 jobs common across all industries.

All participants receive a complimentary copy of the GMA SHRM results in Excel and Gallagher’s National Compensation Survey in a PDF format. The Excel presents detailed compensation data for the state of Wisconsin while the national PDF report includes national, regional, and high-level industry data for every position.

In addition to the complimentary reports, GMA SHRM participants will also have the option to purchase access to detailed Midwest regional and National results.

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Professional Development and Events

GMA SHRM Certification Scholarship

Greater Madison Area SHRM (GMA SHRM), in partnership with the Wisconsin Small Business Development Center (SBDC) at UW–Madison, is pleased to offer two (2) $500 Certification Scholarships to GMA SHRM members pursuing their SHRM-CP or SHRM-SCP certification.

These scholarships are intended to offset the cost of the SBDC SHRM Certification Preparation Course. The application process is simple and straightforward—don’t miss this opportunity to invest in your professional growth and certification journey.

Application deadline is August 14, 2026.

Visit our Certification Scholarship page for full details, eligibility, and application instructions!

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Upcoming Professional Development Summits!

August 18, 2026 - Professional Development Summit
Alliant Energy Center

Featured Presenters

Summer Rector - Beyond the Paycheck: The Intangible Value of Total Rewards
Traci Austin - Mental Health: The Culture of Gratitude: Practical Strategies to Boost Engagement and Mental Well-Being

September 15, 2026 - Professional Development Summit
UPDATED LOCATION! - Marriott Madison South (John Nolen Drive, across from Alliant Energy Center)

Featured Presenters

Darcy Louma - Thoughtfully Fit Teams: Create a Winning Culture
Elizabeth Aidoo - Bridging the Wealth Gap: Tailoring Financial Wellness Benefits for a Diverse Workforce

Registration open!

Meet, Greet, & Eat!

Meet, Greet & Eat with your fellow GMA SHRM Members!

Our next Meet, Greet & Eat is coming up on September 2 at Bear and Bottle – Check out the website for more details! These gatherings are one of our favorite ways to bring members together in a relaxed setting. This is a great chance to connect with fellow HR professionals, share ideas, enjoy great food, and grow your network.
Whether you're attending your first GMA SHRM event or catching up with friends and colleagues, we'd love to see you there.

If September 2 doesn't work for your schedule, don't worry. We have more opportunities to connect throughout the year, so be sure to check out the Upcoming Events section at www.gmashrm.org.

Registration required!

Member Referral Contest! New Members Save $40!

Now through October 16th, GMA SHRM is running a membership drive and referral contest!

As a GMA SHRM member you already know that our organization offers support, resources, and opportunities to network with other HR professionals in the greater Madison area, so who in your network would benefit from joining GMA SHRM?

Share code SAVE40 with your HR friends, colleagues, vendors, customers, etc. and new members will receive $40 off their first year dues! (This is for new memberships only.)

Have them enter your name as "Referred By" on the New Member Application and you’ll be entered into the contest and a chance to win a $200, $100, or $50 Amazon gift card!.

Learn more and find the partipation link below!

2026 Member 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 by using the registration links below.

Roundtables are designed for human resource professionals who are interested in sharing their ideas and experiences in a confidential environment. It is expected that what members share in these roundtables will stay within the roundtable. We encourage members to exchange contact information and reach out to each other outside of these meetings to expand on the discussions.

Roundtables are held 3 times per month!

First Thursday
Second Tuesday
Last Wednesday

Roundtables are a member only benefit so if you're not a member, join us or reach out to learn more!

More Information and Registration

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Workforce Readiness, College Relations, Diversity & Inclusion

August and September Observances
Submitted by Lana Martin, Consultant Engagement Manager at Evergreen Healthcare Partners and GMA SHRM’S Director of DEI Committee

Support Stays Strong for DEI in the Workplace
Despite political and regulatory pressure, most employers have not rolled back diversity, equity, and inclusion (DEI) initiatives. According to a May 2026 joint report by Catalyst and the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law, 80% of employees and business leaders say their organizations remain committed to DEI and continue to support workplace inclusion efforts (the survey included 2,267 employees from medium and large U.S. organizations across multiple industries). The report found that more companies have expanded than reduced their inclusion efforts over the past three years. Among organizations that are not federal contractors, 52% increased their inclusion practices, while only 20% decreased them.

Business leaders and employees continue to recognize the value of DEI initiatives. The survey also found that 79% of respondents felt more positive about companies that support inclusion efforts, 68% were more likely to purchase products from those companies, and 74% were more likely to apply for jobs at organizations that reaffirm the importance of inclusion. According to Catalyst, inclusive workplaces strengthen a company's reputation, improve customer support, and help attract talented employees.

Organizations that expanded their inclusion efforts also reported measurable business benefits. Among companies without federal contracts that increased DEI initiatives, 85% reported a positive impact on financial results, 89% reported improved innovation, and 85% reported greater efficiency. These findings reinforce the business case for DEI by demonstrating that inclusion can contribute to stronger organizational performance.

Legal experts emphasize that well-designed DEI initiatives remain lawful. Employers may continue practices such as broadening recruiting strategies, collecting voluntary demographic data to identify barriers to equal opportunity, promoting advancement opportunities to all employees, offering inclusive mentoring programs, providing anti-harassment and inclusion training, and supporting employee resource groups. According to legal analysts, these practices not only comply with existing laws but can also reduce legal risk by helping employers prevent discrimination and promote equal opportunity.

Overall, the Catalyst/Meltzer report concludes that while the public conversation surrounding DEI has changed, organizations continue to recognize its value. Many employers remain committed to inclusion because it strengthens workplace culture, improves innovation and financial performance, enhances recruiting and retention, and supports long-term organizational success.

Sources used: Elsesser, K. (2026, May). Most employers remain committed to DEI despite political pressure. Forbes.

We encourage you to use observances we post monthly on our LinkedIn page. Let’s use this as an engagement tool to connect with others and practice inclusion!

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GMA SHRM and Member News

Board Spotlight: Recruitment and Retention

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

One of the things that makes GMA SHRM special is the people. We've all heard stories about members finding mentors, making valuable professional connections, landing new opportunities, or simply meeting others who understand the challenges and rewards of working in HR.

Over the last few years, we've put a lot of effort into making GMA SHRM a place where people feel welcome from day one. Whether you're brand new to the chapter or have been involved for years, we want you to feel like there's a place for you here. Building an inclusive, friendly, and engaged HR community continues to be a big focus for the Membership Committee.

Our committee works to help members get connected and stay connected. We welcome new members, support chapter events, organize networking opportunities, and look for ways to make sure people are getting value from their membership. Some of the best conversations and relationships start with a simple introduction, and we're always looking for ways to help make those connections happen.

Interested in Getting More Involved? We're always looking for members who want to help welcome others, share ideas, and continue making GMA SHRM a chapter people are excited to join and be part of. The Membership Committee meets monthly, and we'd love to have you join us.

Feel free to reach out to any of our committee leads:

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

We hope to see you at an upcoming event—and if you see a new face, introduce yourself. That's how great communities grow.

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Volunteer Spotlight: Paula Severson

This month, we'd like to recognize Paula Severson for the incredible work she's been doing to welcome new members to GMA SHRM. Paula consistently goes above and beyond, personally reaching out to new members and helping make their first interactions with the chapter warm, inviting, and meaningful.

First impressions matter, and Paula's genuine enthusiasm and commitment to supporting our members help set the tone for the welcoming community we're striving to build. Whether she's helping new members feel connected, contributing to committee initiatives, or sharing her positive energy at chapter events, Paula embodies what GMA SHRM is all about.
To help our members get to know her better, we asked Paula to share a little about her experience with GMA SHRM, what motivates her to volunteer, and the impact volunteering has had on her personally and professionally.

1. Name, Job Title, Current Employer
Paula Severson, Financial Wellness Specialist, Summit Credit Union

2. How long have you been a member of GMA SHRM?
I have been a member of GMA SHRM for a little over a year.

3. How long have you been a volunteer with GMA SHRM?
I have been volunteering with GMA SHRM for over a year.

4. What committee(s) have you volunteered with? What's been your role with the committee(s) or why did you choose those committees?
I currently volunteer with both the Membership Committee and the Government Affairs Committee. I was drawn to the Membership Committee because I enjoy building relationships and helping create welcoming experiences for new and existing members. The Government Affairs Committee interested me because it provides opportunities to stay informed about legislation and public policy issues affecting HR professionals and employers. Both committees have helped me expand my knowledge while connecting with talented professionals across a variety of industries.

5. Why do you volunteer with GMA SHRM?
I volunteer with GMA SHRM because it allows me to meet and learn from HR professionals who are doing important work in our community. As someone who works closely with employers through financial wellness programs, I value the opportunity to better understand the challenges and opportunities facing HR teams. Volunteering also gives me a chance to give back, support the chapter's mission, and contribute to the success of other professionals.

6. What would you say to others who are unsure about volunteering with GMA SHRM?
I'd encourage them to give it a try. Volunteering doesn't require you to have years of HR experience or a large amount of free time. It's a great way to build your network, develop new skills, learn from others, and become more engaged in the HR community. Everyone I've met through GMA SHRM has been welcoming and supportive, making it easy to get involved.

7. What's been the biggest "surprise" to you since being a member or volunteer with GMA SHRM?
The biggest surprise has been how much work and dedication goes on behind the scenes to create a valuable experience for members. From educational programming to advocacy efforts to networking events, there are so many volunteers and leaders investing their time and expertise to support the HR community. It's given me an even greater appreciation for the chapter and its leadership.

8. What's been the biggest "reward" for you since volunteering with GMA SHRM?
The biggest reward has been the relationships I've built. Through volunteering, I've had the opportunity to connect with HR professionals from organizations of all sizes and industries, learn from their experiences, and develop meaningful professional friendships. Those connections have expanded my perspective, strengthened my professional network, and made me feel more connected to the business community as a whole.

Thank you, Paula, for everything you do!

We're also excited to welcome our newest membership committee member, Kayla Monroe! We're thrilled you've joined our team! Be sure to introduce yourself if you see Kayla around - we know she'll be a great addition to our community!

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!

GMA SHRM welcomes the following members who joined our chapter in June 2026!

Noelle	Baerwolf	SHRM-CP	NORD Gear Corporation
Alicia	Engel		Temperature Systems Inc.

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Congratulations to these members celebrating milestone anniversaries!

July Anniversaries
Congratulations to these members celebrating milestone anniversaries!

1 Year! (2025)
Megan Repp, SPHR, SHRM-SCP
Karen Knipfer, PHR
Jessica Grube, SHRM-CP
Mara Patterson, SHRM-CP
Maggie McNulty
Brian Mulvey
Phil Ouellette
Elizabeth West, SHRM-CP
Callihan Moraska
Alison Sigman, SHRM-CP
Christopher Dudley
Carolyn Bossert, PHR
Charles Rodriguez

20 YEARS! (2006) Impressive!
Rhonda Schemm, PHR, SHRM-CP
Abby Bender, SPHR

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HR InTouch Guidelines

Article Writing:

Do you have an interest in writing for the HR InTouch? We have an interest in learning more about your area of expertise!

Why should you volunteer? Top three reasons: 1) to share your knowledge and experiences to educate others; 2) to become more connected in the HR and Dane County communities; and 3) to contribute towards the advancement of GMA SHRM and the HR profession.

The first step is for you to choose a submission option: you can pre-submit an article to GMA SHRM at any time for us to use in any of the upcoming newsletters, you can sign up to write for a particular month, or we can put you on a list of people to contact in future months whenever we need articles.

Article length:

Because the HR InTouch is now in an online format, the size is flexible. The article should be engaging and hold readers’ attention. Include the core information in your article, and we will advise if it is too lengthy.

Solicitation:

GMA SHRM is conscious not to allow solicitation through the articles, in an effort to protect the interests of our partners and members. The nature of the article should be educational (i.e., what are the business advantages of having a product like yours) or informational. Otherwise, if you truly are interested in advertising through the HR InTouch, you can work with our Marketing Committee. As a rule of thumb for article writing, if the submission relates to a for-profit event, or specifically markets your company (vs. your industry), it is an advertisement, and should be purchased. If it is a not-for-profit event that your company is hosting, or an announcement (i.e., a SHRM member recently joined your company), it is an acceptable addition to the HR InTouch content. If you have any questions related to the appropriateness of your submission, please contact us.

If you have questions, or to submit an article, contact GMA SHRM at chapteradmin@gmashrm.org .

Don’t forget to add us on Social Media to see updates, events, general HR knowledge, and more!
Facebook: https://www.facebook.com/GMASHRM
LinkedIn: https://www.linkedin.com/company/gma-shrm

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August 2026

HR InTouch

In This Edition

Legal Update: Discrimination Claims Need More Than Numbers

2026 GMA SHRM Compensation Survey Participation Open!

GMA SHRM Certification Scholarship

Upcoming Professional Development Summits!

Member Referral Contest! New Members Save $40!

2026 Member Roundtables Open for Registration!

Board Spotlight: Recruitment and Retention

Volunteer Spotlight: Paula Severson

GMA SHRM – Retiree Membership

Welcome New Members!

Congratulations to these members celebrating milestone anniversaries!

HR InTouch Guidelines

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