ABSTRACT
This chapter begins by discussing the meaning of the term “critical intervention,” followed by a framework that outlines the differences between more traditional forms of HRD and critical HRD approaches. The index analyzed data from 75 countries, that collectively contain 80% of the world’s population. The headline figure noted that 91% of men and 86% of women have at least one bias against women in relation to politics, economics, education, violence, or reproductive rights. The financial bottom line dominates strategy and practice. In an organization whose strategy is based on accumulating financial capital, the criteria used to evaluate the talent development strategy implicitly or explicitly is based upon the organization’s future financial performance. The collection of data can be an important step in convincing colleagues, senior leaders, or other stakeholders that a different approach is required to address a problem or issue. A critical intervention might be particularly needed if the problem is intractable.
