Greetings GMA SHRM Members!

Summer is officially here—and with it come longer days, family fun, and a renewed sense of energy! This season is always a great time to reflect on what we’ve accomplished and gear up for what’s ahead.

Our recent Human Capital Conference (HCC) was a standout moment! With near-record attendance and an unprecedented number of corporate partners, the day was full of insight and connection. A big thank-you to our keynote speaker Anne Bonney, our breakout speakers, and sponsors who made the event so impactful.

We also celebrated our Volunteer of the Year nominees and winner, Aislynn Dixon, and recognized our scholarship recipients—reminding us how volunteer leadership continues to be the heart of our chapter.

Speaking of leadership, we proudly unveiled the 2025-2026 GMA Board of Directors Slate, with new terms beginning July 1. These dedicated volunteer leaders will begin their journey at our Strategic Retreat on June 6 at The Hub.

If you’ve ever considered getting more involved, whether by joining a committee or stepping into a board role—there’s no better time to explore the possibilities. We’re always happy to connect, answer questions, and share what it’s like to be part of the leadership team. It’s true what they say: “Many hands make light work,” and our chapter’s success continues to be a direct result of the passion and teamwork of our amazing volunteers.

On the topic of success, I’m thrilled to share that GMA SHRM has once again received the 2024 Platinum EXCEL Award, the highest recognition a SHRM chapter can receive. This honor highlights the exceptional work being done across our organization—from our innovative programming to the strength of our partnerships. A huge thank you to every volunteer, leader, and corporate partner who helped us earn this distinction. Your dedication is what makes our chapter shine.

Looking to stay connected over the summer? Be sure to visit our events page  and join us for upcoming virtual HR roundtables, Meet, Greet and Eat events, and more great opportunities to engage. Our next in-person event will be on July 9^th at Just Love Coffee!

It’s been such an honor to serve all of you and I look forward to welcoming our new Board of Directors as I wrap up my term as your Chapter President and move into the Past President role. I’m proud to pass the torch to two outstanding leaders: Ashley Kowalchuk (incoming President) and Wanda Manning (President-Elect). Their passion and continued commitment to all of you, and the HR profession, will serve the chapter well. A heartfelt thank-you to Dana Denny, who finishes her term as Past President and will continue supporting us as a committee volunteer.
Here’s to a fantastic summer ahead — filled with lots of connection, growth, and fun along the way!  🌞

Warm regards,

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

 

Legal Update – Legal Update: Caution For Employers Regarding Arrest Record Discrimination

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

Aiyanah Sim

Brian Goodman

Storm Larson

In Oconomowoc Area School District v. Cota, the Wisconsin Supreme Court clarified that "arrest records" encompass not only criminal offenses but also non-criminal offenses, such as civil forfeitures punishable solely by fines. This decision overturned the lower court's ruling, which had limited "arrest record" protections only to criminal activity.

However, employers still retain the right to deny employment or terminate an employee who was arrested, provided that the employer conducts an independent investigation and determines that the underlying conduct violates company policy. The court emphasized that this exception applies only when the investigation is genuinely independent and does not rely solely on a police report or an officer’s assertion of guilt. Employers must engage in fact-finding, such as interviewing the employee or relevant witnesses, and then conclude whether misconduct occurred.

In Cota, the employer relied on communications with law enforcement and the district attorney’s office, because it was unable to reach a conclusion of misconduct from its own independent investigation. As a result, the employer discriminated based on arrest record by relying on the communications with law enforcement and the district attorney’s office in order to reach a conclusion that the misconduct occurred.

The Cota decision underscores the complexity of "arrest record" discrimination and the importance of employer due diligence in these situations. Consultation with legal counsel is advisable when addressing this complex area of the law.
 

Restoring Equality of Opportunity and Meritocracy

Submitted by Mai Xiong, GMA SHRM Director of Government Affairs

Through a prominent executive order (EO) titled, “Restoring Equality of Opportunity and Meritocracy,” issued April 23,  disparate impact liability — a commonly used basis for lawsuits under anti-discrimination laws — was deemed unlawful.

The order denounces disparate impact liability as a distortion of civil rights law, claiming it  “mandates, rather than proscribes, discrimination.” It directs the EEOC to deprioritize enforcement actions based solely on disparate impact and to eliminate its use as a basis for liability.

What is Disparte Impact?
Title VII protects individuals from workplace discrimination based on characteristics such as race, gender, or religion. It addresses two main types of discrimination: disparate impact and disparate treatment.

This SHRM article describes disparate impact, sometimes called adverse impact, as arising “when policies, practices, rules or other systems that appear to be neutral result in a disproportionate impact on a protected group. For example, testing all applicants and using test results that will unintentionally eliminate certain minority applicants from protected groups disproportionately in hiring decisions is disparate impact.

In contrast, disparate treatment is intentional employment discrimination. For example, testing a particular skill of only certain minority applicants is disparate treatment.”

Should this disparate impact liability decline as a result of the executive order, HR professionals may see a decline in discrimination-related litigation against their organizations. However, employers should remain vigilant in their compliance efforts, as individuals can still pursue legal claims through other avenues.
 

Summer Networking and Gatherings!

 

Networking Event at Boardman Clark
Wednesday, June 18, 2025

Join fellow GMA SHRM members on the beautiful terrace space overlooking the capital in the Boardman Clark building  for some fun, food, and drink!   

More Information and Registration 

Meet, Greet & Eat
Wednesday, July 9, 2025

Share stories, interests and have some laughs over coffee or lunch!  A great way to connect, gripe and celebrate with your HR peeps that "get it"!

More Information and Registration

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Certification Committee Pleased to Announce Scholarship

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

The Certification Committee is pleased to announce we’re launching a certification scholarship program, in partnership with the Wisconsin Small Business Development Center (SBDC) at UW-Madison. Four $500 scholarships will be awarded annually (two for the fall class, two for the spring). GMA SHRM will be sponsoring two of these, while the SBDC will sponsor the other two. Scholarship recipients will receive a $500 discount on the prep class. Please see additional information here, including how to apply: https://www.gmashrm.org/CertificationScholarship.

Any certification questions can be directed to our Director, Certification – Andrea Wyant at andrea.m.wyant@gmail.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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HR Houdini: How Human Resources is Working Its Magi

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

“The last five years have been quite a century for people who work in Human Resources!” At least that must be how it feels to those who chose the profession. So much uncertainty, talent shortages, a pandemic, generational shifts, high expectations, technology, and the pace of change, just to name a few.
As MRA listens to the voice of its nearly 4,000 members throughout the Midwest, here is what we are hearing, with some insights included.

Succession Planning
Employers are more concerned than ever about building a life cycle of talent that prepares the organization for departures, plans for replacements, and builds bench strength. As a result, companies are now identifying every key position, developing emerging leaders’ programs and ensuring a back-up is identified and prepared for not just the C-suite positions, but every critical role.

Generational Diversity
There could be as many as six generations in the workplace today – from a few members of the Greatest Generation still working to Gen Alpha students stepping into their first jobs.  This creates an incredibly wide range of experiences and perspectives within  a single organization.

We are also at a generational tipping point: Gen Z and Millennials now outnumber Baby Boomers and Gen X in the workplace. These incoming generations bring fresh perspectives, digital fluency, and new ways of doing business that challenge traditional norms.
In response, many employers are developing mentoring and reverse mentoring programs, and intentionally creating cross-generational opportunities that tap into the strengths of generational diversity. These efforts not only foster collaboration but also drive innovation and adaptability in a multigenerational workforce.

Pay/Benefits
The expectations of today’s talent pool don’t always align with employers’ realities, making total rewards offerings more complex than ever. The last few years significantly disrupted the compensation landscape, prompting many organizations to make rapid changes. Now, as the dust settles, companies are taking a closer look at what employees truly value and what motivates them.

Operating under the idea that a benefit isn’t a benefit unless employees see it as one, organizations are realizing that aligning total rewards with employee preferences is becoming a key driver of retention and satisfaction. A thoughtful, employee-centered approach to rewards is no longer a nice-to-have – it’s a competitive necessity.

Flexibility/Remote Work
Workplace flexibility has almost become a non-negotiable for talent looking to build a career AND maintain work/life balance. And that is a challenge. Building a policy that is fair and defensible with data to support your decisions, knowing what your employees want, and being open-minded to thinking differently are keys to success.

Artificial Intelligence
Artificial Intelligence (AI) will disrupt your organization faster and as much as any technology we have ever known. Identifying and understanding where the high impact areas for AI are in your business could lead to efficiencies, innovation, process improvements, and new products and services.  To get there, companies are developing user policies and guard rails for employees to understand how to use AI safely and responsibly. They are putting someone or some department in charge of leading the efforts, and they are narrowing their initial efforts to definable and achievable purposes.

Employee Experience
The last five years represent an incredible shift in the employer-employee balance. The demographics of the Midwest favor the employee, and that will not end anytime soon. Accepting that fact will help employers develop strategies that make for a better employee experience. Communicating more, through a variety of channels, quicker, and more transparently is critical to employee buy-in. In addition, personalization of employee interactions through rewards, learning and development, and communications methods can go a long way toward making each employee feel unique.

Employee Engagement
Employee movement between employers is more prevalent than ever and the “Employers of Choice” know how to engage their employees with Employee Resource Groups (ERGs) to bring workers together to talk about diversity, equity, inclusion and belonging. Our changing demographics require a better understanding of our fellow workers. Companies are collecting more data and getting more feedback from employees on the culture of the business and what makes it a great place to work.

Change
A company’s ability to adapt quickly will determine its survival. The teaching of change management is on the rise as employers equip everyone in the operation for this new reality. By having a staff that understands the hills and valleys that come with any major (or even minor) change, organizations can minimize disruption and maximize opportunities.

Those are a few things that are on the minds of human resource professionals throughout the Midwest. I think you’ll agree, the last five years have been quite a century!

 

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Diversity Observances in June and July

Submitted by Mary Vesely, GMA SHRM Director of Diversity 

Coming soon! 
Our DEI Ambassador Playbook is almost ready. This Playbook is our Committee’s contribution to our chapter as we strive to encourage ALL to become DEI Ambassadors to spread awareness of the importance of DEI not only in the workplace but in building all relationships, personally and professionally.

We will be discontinuing the DEI page on our website by the end of June 2025. If you wish, you may download the page for your reference before it gets taken down: https://www.gmashrm.org/DEI. Our 2025 calendar will remain updated for your use.

Please reach out if you are interested in contributing to our resources or becoming a member of our DEI Committee. We welcome all to join and make a difference within our community! Contact Mary Vesely, Director of DEI, at mmvesely3@gmail.com for more information.


Resource of the Month: 
June is Pride Month! Let’s use this opportunity to engage with our teammates. Here are 23 Pride Month Ideas and Activities You Can Use to Celebrate at Work: https://www.workhuman.com/blog/pride-month-ideas/



June and July 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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Board Spotlight:  Membership, Volunteer Engagement

Submitted by Ambar Aguirre Sanchez, Human Resources Generalist at Veridian Homes and Director of Volunteer Engagement

The Volunteer Engagement Committee is dedicated to initiating and managing volunteer opportunities, member engagement, and organizing events like the GMA SHRM 101 sessions and the Volunteer of the Year Award. Our mission is to connect members with volunteer opportunities and recognize the invaluable contributions of our volunteers.
On April 23rd, we hosted the first of two Member Welcome: GMA 101 events this year. This event was designed to introduce new and current members to the benefits of GMA SHRM membership and showcase available volunteer opportunities within our chapter.  With a beautiful view overlooking Lake Mendota from our host site, Blackhawk County Club, we had over 45 attendees!

A key highlight of our efforts to show appreciation is the Volunteer of the Year award, presented annually at the Human Capital Conference. This award honors a member who has gone above and beyond in their volunteer efforts or made significant contributions to their committee. It’s our way of celebrating those who make a lasting impact on our community.

If you're interested in learning more about volunteer opportunities or getting involved with a committee, we encourage you to reach out to the Director of Volunteer Engagement, Ambar Aguirre Sanchez, at asanchez@veridianhomes.com.
The Volunteer Engagement Committee runs hand in hand with the Membership and Recruitment Committee. The Membership Committee typically meets on the second Wednesday of each month for 45 minutes to collaborate and continue building a strong, engaged GMA SHRM community. We’d love for you to join us!

 

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!

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