Feminist Theory: A Research Agenda for HRD

Abstract

The Problem Limited research representing the field of human resource development (HRD) has challenged the masculine rationality in organizational culture, processes, and discourse; questioned power or gender hegemony within organizations; or examined how oppression and hegemony are manifested in the lives of different groups of women in a variety of work contexts. This limited scope of research has resulted in a lack of consideration and application of feminist theory, a valuable framework for examining issues relating to inequity and the subjugation of women. Compared with related fields, studies applying feminist theory in HRD research are fewer in number and less robust in terms of issues explored, research design, and target groups examined. The Solution A deeper examination of (a) populations beyond White middle class women, (b) the lives and experiences of women from varying backgrounds, (c) asymmetrical power relationships, (d) opportunities for women to gain knowledge and power, (e) the use of language and power to silence women, (f) gender as a social construct and essential category of analysis, and (g) ways to promote social change are presented along with recommendations to broaden the scope of research that applies feminist theory in HRD research and practice. The Key Stakeholders The examination of feminist theory is expected to benefit HRD researchers, practitioners, scholars, and women in the workforce.

Moving the needle on qualitative approaches to studying HRD

“…Additionally, further innovation in qualitative research can challenge other entrenched, dominant paradigms. For instance, traditional methods of qualitative inquiry may contribute to the general lack of HRD scholarship pertaining to the experiences of employees with disabilities (Hirudayaraj and Shields, 2019). In general, qualitative research regarding disability studies has been described as historically falling along a binary that divides “abled from disabled, and normal from abnormal” creating boundaries separating disabled and abnormal as other (De Schauwer et al , 2018, p. 9).…”

The Experiences and Challenges of Women Who Reside in Driekop Mining Community of the Limpopo Province

“…The word 'feminism' derives from the Latin word 'femina' meaning a woman, and was first used to address issues of equality and women's rights (Riana, 2017). Central to a feminist approach is the empowerment of women by raising awareness based on their experiences (Gelling, 2013;Hirudayaraj & Shields, 2019;Kiguwa, 2019). Thus, if we are to empower the women who reside in mining communities, such as Driekop, we need to focus on raising their awareness of the meaning of their experiences and challenges.…”

“…Feminist theories are founded on the notion that gender and specifically gendered racial inequality shape all aspects of social and economic life (Bell, Meriläinen, Taylor & Tienari, 2019). Although there are various approaches to and types of feminism, the three common ones are liberal feminism, socialist feminism and radical feminism (Hirudayaraj & Shields, 2019). Liberal feminism originates from legal political ideologies and it uses legal means for achieving equal rights for women.…”

“…Socialist feminism confronts the intersection of class and gender that disempowers women. Radical feminism confronts patriarchy by calling for the rearrangement of society by eliminating male domination and oppression of women (Hirudayaraj & Shields, 2019). All forms of feminism can be incorporated (by drawing lessons from each approach) in order to conscientise researchers, practitioners, organisations and communities about the plight of women.…”

A Blueprint of Leadership Development for Female Marriage Migrants: A Pilot Exploration in Taiwan

“…Bond et al (2000) assert that women become more empowered when they participate in leadership positions and organization and community-based activities; they imply that a feminist approach may facilitate their empowerment and LD. The limited scope of research has indicated a lack of consideration of feminist theory in the field of human resource development (HRD; Hirudayaraj & Shields, 2019; Howell et al, 2002). This exploration helps adult educators capsule the inquiry on how a critical feminist perspective may provide a theoretical justification, granting women equal access to power and changing social and political climate at work, to enrich HRD literature (Howell et al, 2002).…”