I want to be the company that does not have HR. “They produce nothing.”
Context
Jennifer Sey made this provocative remark at a libertarian conference earlier this month, before expanding on it in a controversial opinion piece published by the New York Post. She is now the CEO of XX-XY Athletics. The US-based company markets itself as a defender for women’s sport against inclusion policies relating to gender identity. Sey first made this comment at a libertarian event earlier in the month. She then expanded on it in an opinion piece that was published by The New York Post 20 June.
In her article “I’ve ditched HR in order to free my company of the social justice police”, she took on HR departments, which she criticized for “censorious” rules and practices, especially when it came to DEI initiatives (diversity equity and inclusion). She claimed that HR is now hindering business performance because it prioritises risk aversion and language enforcement, as well as internal rules and regulations.
This quote, which is deliberately incendiary, has attracted attention from both sides of Atlantic, especially in light of the recent UK Supreme Court ruling regarding the legal definition for “woman”. This has intensified the debate on how organizations balance inclusion and freedom of expression in the workplace.
The word “meaning” is used to describe the meaning of the phrase
Sey’s complaint is more than just a personal one. It also represents a larger backlash against what many perceive to be overreaching by HR departments.
- She compares HR to compliance, surveillance, and ideological enforcement.
- She sees the role as one that hinders rather than facilitates, and this may be a bottleneck to creativity and growth.
- Her vision is a company free of internal governance structures where the entrepreneurial autonomy is valued over reputational and legal risks.
The quote is a reflection of the growing criticisms, especially in the US, that the HR profession has become politicised and that it may not always be aligned with business objectives.
The Implications
Sey’s comments may not reflect the reality of many organisations in the UK, but they are a good prompt for reflection.
- What is the perceived value of HR? If HR is perceived by senior leaders and staff as a rule-maker rather than an enabler, then there’s a communication and trust gap that needs to be addressed.
- Are DEI initiatives aligned with the business goals? When inclusion initiatives are perceived as divisive or symbolic, the risk of an internal culture war increases, particularly in a polarised discourse.
- How can we defend HR? As populist narratives increasingly target HR as a proxy to broader cultural changes, HR leaders need to clearly articulate the strategic importance of their role: not only managing risk but also enabling performance and innovation, and sustainable growth.
Sey’s anti HR stance is rooted in ideology but has found fertile ground. Similar sentiments are emerging amongst the UK business community, especially with Reform UK’s recent gains in local elections and hardline commentary by figures like Nigel Farage. It would be foolish to dismiss them outright; instead, respond with confidence and clarity.
