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Community, Intersectionality, and Social Justice in Critical HRD

In: The Palgrave Handbook of Critical Human Resource Development

Author

Listed:
  • Catherine H. Monaghan

    (Cleveland State University)

  • E. Paulette Isaac-Savage

    (University of Missouri-St. Louis)

Abstract

This chapter expands the current dialogue concerning how an individual’s privileged and/or marginalized identities and communal affiliations impact the experience and (re) production of various relationships in organizational spaces. We advocate that a humanistic view of social justice within organizations that defines any space as neutral maintains the status quo. In examining the literature on intersectionality, community, and social justice, a critical race theory (CRT) and a critical human resource development (CHRD) framework along with Black Feminist Thought (BFT) supports our argument. Black Feminism is key to unpacking the intersectionality of employees. We expand upon (Bierema and Callahan, Advances in Developing Human Resources 16:429–444, 2014) model of organizational development proposing that for genuine change, organizations must facilitate the shift of relationships to a level that is outside the system of white privilege. This allows those who are currently invisible or in the margins to have legitimate power and a substantial seat at the strategic planning table.

Suggested Citation

  • Catherine H. Monaghan & E. Paulette Isaac-Savage, 2023. "Community, Intersectionality, and Social Justice in Critical HRD," Springer Books, in: Joshua C. Collins & Jamie L. Callahan (ed.), The Palgrave Handbook of Critical Human Resource Development, chapter 0, pages 307-323, Springer.
    • Handle: RePEc:spr:sprchp:978-3-031-10453-4_17
    DOI: 10.1007/978-3-031-10453-4_17
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