ELIMINATION OF OPPRESSION IN HRD PRACTICES 2
Abstract
The management of human resources has always been a force in western society. Through the
many eras of history, it has evolved into a strategic partnership with organizations. Yet, there are
still inequalities that exist in the workplace, which is connected to the central HR department.
HR is a mainstream department in most modern businesses. With that stated, it is important that
as HR transforms, we evaluate and eradicate systems of oppression that somehow still exist
today. This paper attempts to focus on the history of HRD and oppression in society. The
research presents relevant literature and a historical analysis of the main points of the subject
matter.
Keywords: hrd, human resource, bias
ELIMINATION OF OPPRESSION IN HRD PRACTICES 3
Elimination of Systemic Oppression in Human Resource Development Practices
Decades ago, Human Resources (HR) did not always exist to manage people and
processes. Essentially, HR developed in a response for manpower planning. This was the very
first concept used in ancient periods of time. HR continued to develop dramatically through The
Gilded Era, World Wars and notably, what is considered the Social Issues Era (1963-1980). As
trends changed [ CITATION Asl13 \l 1033 ] and progressed HR transformed into personnel
management. With continued initiatives, additional accountability of legislative requirements and
economic prosperity the HR role became Human Resource Management. From this point
through the Technological Era, we’ve now reached an acceptable form of HR or HRD which is
influenced by strategic direction.
Throughout all of the eras of HR, it seems that it was the continuously adapting to
periods of change. There were few moments of break to fully evaluate and regulate HR
structures and practices. Thus, the need for continued assessment to counteract threats such as
systematic oppression.
“Oppression is an experience that results from dominating patterns of ideas or structures
that characterize, normalize, and perpetuate unequal relationships and role determinations within
a social system [ CITATION Duc08 \l 1033 ].” Per Merriam Webster, oppression is the “unjust or
cruel exercise of power or authority [ CITATION Mer \l 1033 ]. Consistent with this nature of
adaptability without significant overhaul, there re underlying structures that have, over time,
crystallized in ways that privilege some while marginalizing others.
ELIMINATION OF OPPRESSION IN HRD PRACTICES 4
Milestones of HRM
Oppression and Idolatry
The underlying mechanisms of oppression tend to reside in “systems of unified forces.
These forces work together to destroy, reduce, immobilize, and mold people who belong to a
certain group (Kendall, 1992, p. 4) [ CITATION Duc08 \l 1033 ]. “As a nation, we've evolved
from a “white supremacy” view of diversity that characterized the early 20th century to an
“inclusion” orientation that emerged in the early 21st century. Gowan (2014-in this issue)
focuses on the history of unemployment research and how we, as a field, have evolved from a
job-loss research focus to a stress focus to, more recently, a career growth focus [ CITATION
Dea14 \l 1033 ].”
ELIMINATION OF OPPRESSION IN HRD PRACTICES 5
In our western society we still struggle with idols of race and racism. In Keller’s, Every
Good Endeavor, he describes this struggle through theologian Reinhold Niebuhr. The evil
tendency to privilege one’s own tribe above another is due to cosmic insecurity of sinful hearts
[ CITATION Kel \l 1033 ]. This idolatry is spirited in an arrogance of superiority and results in
domestic oppression. Idolatry is described as idolizing one’s own group or snobbery, imperialism
and colonialism[ CITATION Kel \l 1033 ].
Disparities
“In the Western countries, the confluence of the Civil Rights Movement, increasing
immigration, the fall of colonialism abroad, and the economic rise of developing nations
coincided with the precipitous decline in overtly racist attitudes [ CITATION Cla15 \l 1033 ].
However, income inequality between groups still exist and are credited to workplace bias and
oppressive policies excluding some from profitable jobs. Additionally, differences in educational
attainment, which is usually a barrier in obtaining rewarding jobs, is explained by legally
segregated schools.
Disparities have long existed in the workplace. In many different types of jobs this has
been observed. In France, wage discrimination does not exist, however this only applies to low-
skill jobs . “Some authors suggest that because of mandatory minimum wage legislation, the
low-skill jobs provide little opportunity for wage discrimination, while a glass ceiling may exist
for the higher skill jobs, where employer discretion is more effective (McFadden, 2015).”
Facts and Figures
“In the United States, despite changes in laws governing the treatment of oppressed racial
and ethnic groups over the years, the deep structure forming the undemocratic foundation of the
United States has not been fundamentally altered (Griffith, Childs, Jeffries and Eng, 2007).”
ELIMINATION OF OPPRESSION IN HRD PRACTICES 6
Stanford found, based on several studies that racial disparities continue to exist in the labor
market [ CITATION Sta11 \l 1033 ]. In 2004, an HR experiment found that resumes with
Caucasian sounding names were more likely to be called back for interviews that those with
African American names (Bertrand, 2004).
Further Research
Additional research is necessary to determine if the impact of systematic oppression is
trending downward. While there are instances today of disparities and inequalities, we can give
credit to the progress that we have made. It is equally important to further understand how the
cycle of oppression continues to remain a concern. Research in the field of HRD and related
practices could help understand and address this issue..
Conclusion
Companies in generally utilize formal practices and procedures that promote equality
However and while a topic of controversy, these procedures must be used for social good and
promote the greater good. In this review we discussed the evolution of HR, systematic
oppression and continued disparities in the workplace. By utilizing strategic models, as discussed
in Mello’s Strategic HRD development, we can together improve HRD practices in all
workplaces, we can help to overcome bias and oppression effortlessly. Some HR practices have a
dark side and it is up to humans to replace it with the bright side of HR practices emerge.
Biblical theology destroyed the institution of slavery. As Christians we must have zero-tolerance
for the oppression others[ CITATION Kel \l 1033 ]. .
ELIMINATION OF OPPRESSION IN HRD PRACTICES 7
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