The largest HR group in the world requested the judge to exclude evidence of its HR expertise in discrimination case

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  • Last update: 12/01/2025
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The Society for Human Resource Management (SHRM) is heading to trial after being sued in 2022 by former employee Rehab Mohamed, who claims she experienced racial discrimination and retaliation while working as an instructional designer. Jury selection is scheduled to begin on Monday.

In an unusual legal move, SHRM attempted to block Mohamed from presenting the organization as a leading authority in human-resources practices. SHRM argued that portraying it as an HR expert could unfairly influence jurors and hold the group to a stricter standard than typical employers. However, US District Judge Gordon P. Gallagher rejected the motion, stating that SHRMs stated HR expertise is central to the case and cannot be excluded.

Legal experts say the ruling could significantly weaken SHRMs defense, allowing Mohamed to argue that the group should indeed be held to a higher standard. The judge also ruled that the Colorado jury may consider punitive damages, raising the potential financial stakes if Mohamed prevails.

SHRM has denied all allegations. In a statement, spokesperson Eddie Burke said the organization does not comment on ongoing litigation but emphasized that SHRM does not settle employment cases it believes lack merit.

During pre-trial discovery, SHRM disclosed two additional employee discrimination complaints: one filed with the Equal Employment Opportunity Commission in 2018, which was settled, and another submitted to a California regulator in 2021, which remains unresolved.

Mohameds lawsuit also claims SHRM fails to follow the same HR standards it promotes to its members. Last year, the judge noted concerns about SHRMs internal handling of Mohameds complaints, pointing out that the HR employee assigned to investigate them was simultaneously drafting communications for Mohameds supervisor as well as her termination documents.

Shortly after that judicial observation, SHRM released updated guidance on conducting workplace investigations, advising HR professionals to remain impartial and avoid steering inquiries toward predetermined conclusions.

Addition from the author

Commentary on SHRM Lawsuit: The Stakes of Expertise and Accountability

The ongoing lawsuit between Rehab Mohamed and the Society for Human Resource Management (SHRM) raises critical questions about the standards by which HR organizations should be held accountable. Mohamed, who alleges racial discrimination and retaliation, has accused SHRM of not adhering to the very HR practices it promotes. This trial could test whether SHRM’s position as an industry leader in human resources will hold weight in court, particularly when it is accused of failing to meet the standards it preaches to others.

Judge Gallagher’s decision to allow Mohamed to reference SHRM’s HR expertise during the trial is a pivotal moment. By rejecting SHRM's attempt to downplay its reputation as an HR authority, the court opens the door for the plaintiff to argue that the organization should be held to a higher standard, considering its leadership role. The possibility of punitive damages further intensifies the financial risk for SHRM, which has denied all allegations but has also disclosed other discrimination complaints from employees in recent years.

In light of these developments, the case could have far-reaching consequences not only for SHRM but for the broader HR industry. The scrutiny of how SHRM handled internal complaints—and the simultaneous drafting of termination documents—suggests that there may be systemic issues within the organization that could influence both the case and public perception of SHRM’s internal practices. This trial will not only address Mohamed’s claims but also potentially set a precedent for how HR bodies must manage their own employees' complaints and maintain impartiality in internal investigations.

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Author: Sophia Brooks

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