Applying Critical, Feminist Perspectives to Developmental Relationships in HRD

Mapping the Future of Intersectional Research in Human Resource Development: An Integrated Literature Review

“…While some IR studies in HRD have explored intersectionality outside of the United States (e.g., Adikaram, 2018; Johnson & Thomas, 2012; Kang et al, 2015; Ngunjiri, 2016; Sims & Hirudayaraj, 2016; Syed & Ali, 2019), they have not effectively challenged the Eurocentric understanding of intersectionality or examined global systems of domination, such as colonialism and imperialism. This gap can be attributed to the historical Western-centered orientation of HRD research practices, which has largely neglected the transnational perspective (Bierema et al, 2022). Furthermore, some intersectionality studies have offered individual strategies to navigate systemic, transnational oppression.…”

“…Future HRD scholars should prioritize the incorporation of critical, intersectional perspectives into their research and education (Sim & Bierema, 2023). This shift can challenge the field's historical tendencies, which have been performanceoriented, masculinity-dominated, and Western-centered (Bierema et al, 2022).…”

Advancing scholarly‐practice and theory through participatory inquiry and prospective theorizing

“…Researchers and scholar‐practitioners can use participatory inquiry toward the development, verification, and transfer of better theory. At the same time, all engaged participatory inquiry must take care to critically examine representational involvement by a diversity of stakeholders and their interrelationships (Bierema et al, 2023; Byrd, 2009; Scheurich & Young, 1997).…”

“…These include critical participatory action research (Kemmis et al, 2014); participatory action research (Fals‐Borda & Rahman, 1991); action learning (Revans, 1982); design thinking (Brown, 2008); folk schools (Horton, 2003); scenario planning (Bradfield et al, 2005), open‐space technology (Owen, 1997), world cafe (Brown & Isaacs, 2005), future search (Weisbord & Janoff, 2000), collaborative/cooperative inquiry (Heron & Reason, 1997; Wells, 1999), sociocracy (Endenburg, 1998), dynamic facilitation (Zubizarreta, 2014), community‐based participatory research (Wallerstein & Duran, 2006), quantum leadership/processes (Porter‐O'Grady & Malloch, 2003), and indigenous‐centered participatory experiences and research (Chilisa, 2019). As has always been the case within HRD scholarship, such research and practice can be supported across a number of epistemological frameworks and positionalities (Bierema et al, 2023) including participatory inquiry and prospective theorizing.…”

“…Researchers and scholar-practitioners can use participatory inquiry toward the development, verification, and transfer of better theory. At the same time, all engaged participatory inquiry must take care to critically examine representational involvement by a diversity of stakeholders and their interrelationships (Bierema et al, 2023;Byrd, 2009;Scheurich & Young, 1997).HRD enables participatory inquiry through its capacity to form learning-oriented opportunities, communities, and systems. Because participatory inquiry in HRD embraces systems-oriented theories, our shared contexts then add dynamic complexity at all levels of HRD-individual, group, community, state/province, nation, and so on (Bushe & Marshak, 2015;Morin & Montuori, 2008).…”