This chapter address how critical feminist organization studies can shed light on the dominance of masculinist logics in TM theorizing in both theory and practice and open up opportunities to review TM systems that stress inclusion and equity. The exclusive approach is most worrisome given that contemporary events such as the prosecution of Harvey Weinstein the global ‘#metoo campaigns and the Sustainable Development Goals have highlighted the importance of equality agendas. We draw on transnationalism, intersectionality and postcolonialism approaches to illustrate how TM reinforces inequalities. Our contribution questions the elite logics, and the white Global North males that dominate both TM theorizing, and TM practitioners and denies many stakeholders voices and contributions to organization life. We also question the longevity of the elite mantra of MNCs’ HRM policy given that the Sustainable Development Goals are increasingly being advocated by the business community, and contradict entirely an organizational ethic premised on valuing the elite.
Metcalfe, B.D., Makarem, Y. and Afouni, F. (2019), "Critical Feminist Organisation Studies and Talent Management: Re-imagining Transnational, Intersectional and Postcolonial Agendas", Swailes, S. (Ed.) Managing Talent: A Critical Appreciation (Talent Management), Emerald Publishing Limited, Bingley, pp. 125-143. https://doi.org/10.1108/978-1-83909-093-620201010
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