Probably not worth continuing the discussion. You see “seat at the table” not as a metaphor but focused on status which puts you at the mercy of someone else, and it creates insecurity for HR professionals and a self fulfilling prophecy.
I disagree. In any business discussion, various perspectives are valued. General managers lead discussions and make decisions with marketing folks who bring insights on customers; finance folks on economic value added; IT folks on digitalization; and HR folks on talent, leadership, and culture. The concept “seat at the table” has been used for decades as simply getting HR folks into these discussions because they have something to contribute. I don’t see being in these discussions an issue of status, second class citizens (mercy of someone else), insecurity, or self fulfilling. I think you are making far too much out of a rather simple metaphor. We have spent decades helping HR professionals have the competencies to be invited to business discussions and shown them how to do so. I tend to be optimistic about most (not all) HR professionals being able to engage in these business discussions. Without being “at the table” and engaged, they cannot contribute. And, our research over 30 years with 90,000 respondents shows the specific skills to get there.