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Purpose -Disruption due to a crisis or disaster is a constant threat for the tourism industry, unfortunately the frameworks designed to prepare leaders for these events are inadequate. Most frameworks are designed to assess and enhance resilience and recovery and minimally prepare leaders for the complexities that emerge before, during and after these events. The purpose of this paper is to offer a leadership development framework that integrates context, competence and a complexity mindset. Design/methodology/approach -This general review examines the literature focused on crises and disasters in the tourism industry for the purpose of understanding the circumstances surrounding several kinds of disruptive events, the competencies needed to address them. It also explores the usefulness of three forms of leadership development inputs. The result is a framework that builds capacity while ensuring organizational alignment. Findings -The preparation of tourism industry leaders who address implications of crises and disaster should involve an understanding of the crisis processes and factors that can be known, and the development of a mindset that allows the leader to address those factors which cannot be known beforehand. Originality/value -This paper offers a framework for tourism leaders and developers that moves beyond static and linear approaches to crisis and disaster training. It encourages the acquisition of contextual knowledge and adaptive processes through leadership-focused education, exposure to leaders and experiences.

This article reviews literature focused on diversity and inclusion in human resource development (HRD) journals. A focused analysis of articles published from 2010 to the present reveals shifting conceptualizations of diversity inside and outside the Academy of Human Resource Development. This integrative review summarizes the types of diversity articles presented and captures the frameworks, approaches, and foci of current diversity and inclusion research. The influence of social cognitive psychology becomes apparent, as the awareness of multiple identities and experiences becomes central to teaching and learning how to value diversity. The findings also suggest that research and practice in the context of marginalized communities, and non-Western countries, is crucial to broadening the scope of diversity and inclusion in both dominant and nondominant cultures. After categorizing the articles, a discussion of recent theories, pedagogy, and utility follows. The review concludes with a discussion of practice and research implications.

There are two dichotomous rationales for valuing diversity in organizational contexts: the business case and the social justice case. Arguments for the business case for diversity and the social justice case are both supported by valuing philosophies. However, lacking in either of these philosophies is a human relations component that recognizes the role of relationships in achieving the intended goals. In this article, we propose that reconciling the tensions between the business case and the social justice case is contingent upon adopting an organizational strategy that includes a human relations valuing philosophy. The organizational strategy suggested reaffirms a strategic role of human resource development.

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose-This paper's main purpose is to examine the factors and conditions that influence National Human Resource Development in Brazil. In this paper, the transitioning nature of the political, economic, social, and educational conditions, the current challenges and trends that may impact NHRD, and the current status of NHRD research in Brazil are examined. Design/methodology/approach-A search of the research literature focused on the political, economic, cultural, social and educational environment and the research associated with NHRD in Brazil was conducted. After searching several databases including: Academic Search Complete, Google Scholar, ERIC and EBSCO, several articles were selected and analyzed based on the depth of description of the conditions and research. Findings-Among the factors discovered, race, gender and educational equality are still concerns. The complex nature of the relationship between the Brazilian government, its people and organizations, as well as, the efforts of Brazil's multinational and indigenous organizations to address their national development needs are also presented.Originality/value-Brazil is currently and projected to be a long-term player in the global economy, however it struggles to cope with conditions incongruent to the country's long term success. This paper frames the conditions and suggests ways of moving forward through HRD practice, policy and research in Brazil.