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

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.