Although the workforce has become increasingly diverse, there has not been a corresponding interrogation of the assumptions about the ways that demographics, particularly gender, sexual orientation, gender identity, and gender expression, relate to Human Resource Development (HRD) imperatives.
The Solution
This article will provide justification for why feminist theory and queer theory should be drawn into conversation with each other as useful frameworks for HRD research and scholarship. These frameworks are concerned with “othering” practices and the marginalization that can occur in workplaces, and they can assist HRD scholars and practitioners to expand their knowledge about diversity and inform research and scholarship.
The Stakeholders
Stakeholders invested in this topic include HRD practitioners and scholars, marginalized people, and, more specifically, women and sexual minorities.
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