Les emplois du care : reflet d’une gestion des ressources humaines exclusive ?

This text is part of a critical perspective where, in light of various developments and changes, the time seems right to call for a re-examination or renewal of human resource management (Delbridge and Keenoy, 2010; Hallée, Taskin and Vincent, 2018). Critical Human Resource Management is a posture that questions the dominant managerial discourse and values the voices excluded from HRM thinking (Delbridge and Keenoy, 2010). These concerns are linked to a tradition of humanist critique, including social injustice and questioning the social and economic systems that companies serve and reproduce (Adler, Forbes and Willmott, 2007). Issues of gender, inequality, governance, power and domination are also part of the questioning (ibid., Lee Ashcraſt, 2009). We have mobilized Fraser's theory of critical social justice, in which issues of citizenship, recognition, redistribution and participation are discussed (Fraser, 1989). These concepts, which we associate with HRM practices, were investigated on the basis of predominantly female care jobs. One of the fundamental problems behind the devaluation of "female" work is the idea that professional activities similar to various types of home-based work are natural to women, and thus stem from biological dispositions rather than acquired skills (Kymlicka, 1999). Our results show that disparities in treatment for care jobs could in fact amount to disguised exclusion, despite rhetoric to the contrary. Holders of care jobs do not sufficiently participate in social interaction on an equal footing, given the formal and informal institutionalized barriers to recognition, redistribution and participation.