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Marginalization exists in many organizations, despite a zero-tolerance stance on discrimination, abuse and harassment. Human resource development (HRD) professionals are increasingly asked to respond to the calls for crucial conversations on race and diversity. However, traditional HRD methods and tools may not be sufficient to address and eradicate racism in the workplace. The usage of testimonio could enable oppressed groups to communicate their narratives to counter stereotypes. This paper aims to describe testimonio and the various ways it can be used as a research methodology and to perturb the dominant practices in the workplace.

This conceptual paper uses testimonio, a narrative methodology with Latin American roots in indigenous oral storytelling, to expand beyond Eurocentric qualitative approaches to capture the voices of marginalized groups. This study gives examples and theorizes how leaders, including human resource professionals, may use this approach to give voice to underrepresented stakeholders in the margins of organizations. Testimonio serves as a non-Eurocentric framework and venue to legitimize their stories. Their voices are assets, enriching while transforming and perturbing and so are needed for communities and organizations to foster a just and sustainable culture and climate.

The use of testimonio as an HRD approach to amplify unrepresented voices in the workplace may be an asset to HRD professionals. However, to realize the full potential of this research tradition in HRD, researchers and practitioners must create more space where trust is present for these groups to tell stories that matter most to them.

This study on the testimonio approach provides a view into organizational power dynamics and voices from the margins. It serves as a means to acknowledge the voices of underrepresented stakeholders in the workplace. HRD scholars should contribute to organizational effectiveness and inclusive workplace climate by using scholarship to highlight the harm of marginalizing policies and behaviors.

Testimonio implies that HRD practitioners in positions of privilege should use their authority to foreground the voices of marginalized individuals who are typically silenced. This can be accomplished by prioritizing unheard voices in the work of HRD professionals. Testimonio as a methodological approach and workplace tool highlights the personal experiences of oppressed groups who experience social injustice, particularly racism. This method encourages organizations that do not operate in a culturally sensitive and inclusive environment to reconsider the discourse that influences their social position.

While there is a clear need to address inequities, few practical inquiry tools are presented. Moreover, through their epistemologies and research procedures, scholars and practitioners may unintentionally maintain and reinforce existing inequitable structures and processes. This paper presents testimonio as a non-Western alternative to Eurocentric qualitative research methodologies to perturb dominant practices in HRD.

The purpose of this paper is to offer a collection of articles that explore some of the many innovative approaches to qualitative inquiry and to challenge HRD scholars and practitioners to consider using innovative approaches in their work. In doing so, qualitative research in HRD can better capture and honour voices, experiences and meaning making of individuals, teams, organizations and communities.

Using Lê and Schmid’s (2022) definition of innovation in qualitative research, the authors selected four innovative approaches to qualitative research that have the potential to enhance HRD research and practice: use of multiple-case study designs in case study research in HRD, a new take on critical incident technique, a narrative approach of testimonio and a visual approach of participant photography.

Innovative approaches to qualitative research in this special issue include a review of case study research in HRD by Tkachenko et al., a new take on the familiar critical incident technique of Watkins et al., a narrative approach to testimonio by Salcedo et al. and a visual approach to participant photography by Hurtienne et al. The last article, by Grenier et al., addresses the implications of these articles to the field of HRD and points to additional directions for innovative qualitative approaches that can help to understand and create more inclusive, democratic and just organizations.

The articles in this special issue are intended to spark a dialogue about the meaning of innovation in qualitative research in HRD. It also can serve as an impetus for considering how innovative approaches to qualitative research can better tackle questions that come from the new normal of the workplace, society and diverse contexts.

This special issue will give HRD scholars and practitioners a realistic, practical view on how innovation in qualitative research can help in exploring specific problems in the workplace. The articles will offer a glimpse into how specific social complex issues can be explored and addressed through innovative approaches, new and tried/modified, to qualitative inquiry.

Four articles introduce new and tried/modified qualitative methods, and their value is in prompting HRD scholars and practitioners to consider some of the innovative approaches in exploring, understanding and transforming the workplace. The final article is a review of more innovative qualitative approaches for HRD scholars and practitioners to understand complex organizational phenomena and promote positive and inclusive change accordingly.

Since 1992, all levels of government in Australia have pursued a policy of ecologically sustainable development (ESD). Crafted in response to the World Commission on Environment and Development 1987 report Our Common Future (the Brundtland Report), the principles contained in the Australian Government’s National Strategy for Ecologically Sustainable Development have been progressively implemented at the national, state and local levels of government. The purpose of this paper is not only to track the implementation of these principles, through both policy and law in Australia, but also to highlight recent challenges to the concept of ESD using the state of New South Wales (NSW) as a case study.

Beginning with a description of the Australian concept of ESD, this paper first examines the implementation of ESD through both policy and legislation at the national level. The state of NSW is then selected for more detailed assessment, with examples of key State government legislation and court decisions considered. Equal emphasis is placed on both the achievements in ESD policy development and implementation through legislation, statutory planning procedures and litigation, as well as the challenges that have confronted the pursuit of ESD in NSW.

Since its introduction in 1992, the concept of ESD has matured into a key guiding principle for development and environmental decision-making in Australia. However, in recent years, ESD has been the target of significant challenge by some areas of government. Noteworthy among these challenges has been a failed attempt by the NSW Government to introduce new planning legislation which sought to replace ESD with the arguably weaker concept of “sustainable development”. Apparent from this episode is strong community and institutional support for robust sustainability provisions “manifested through ESD” within that State’s statutory planning system.

This paper provides an overview of the implementation of ESD in Australia within both a broader international context of sustainable development and specific instances of domestic interpretation and application. It extends this analysis by examining recent public policy attempts to reposition sustainability in the context of statutory planning system reform in NSW.

In a rapidly shifting market, organizations seek more diverse and innovative employee development interventions. Yet, these initiatives may have limited impact without employees’ engagement. This conceptual paper aims to propose self-leadership as a value-added strategy for promoting both individual and organizational development.

The authors conducted a conceptual analysis with three case examples. The cases were purposefully selected, aiming to comprehend how the concept of self-leadership has been applied within organizations and to identify real-life examples where self-leadership has been adopted as an organizational strategy.

This study demonstrates that self-leadership plays a significant role in facilitating human resource development (HRD) initiatives. Specifically, the authors illustrate how self-leadership interventions in companies empower individuals to take charge of their development, aligning personal and organizational goals. When effectively applied, self-leadership strategies positively impact HRD practices in the areas of training and development, organization development and career development, yielding benefits for both employees and employers.

This study addresses knowledge gaps in the emerging field of self-leadership in HRD by providing three companies’ examples of how self-leadership can add value to HRD. The findings offer unique insights into the synergy between self-leadership and HRD, benefiting academics interested in this line of inquiry and HRD practitioners seeking innovative approaches to employee and organizational development.

The purpose of this paper is to conclude this special issue on innovation in qualitative research by addressing the preceding papers in relation to the work of Human Resource Development (HRD) scholars and scholar-practitioners, consider the implications to the field of HRD and point to additional directions for innovative qualitative approaches. The authors use the term “innovative” to mean either an approach (or technique) that is newly conceived or one that is new to HRD (or little used).

The authors reviewed the papers in the special issue, identified other innovative qualitative approaches from the HRD literature and described briefly additional innovative approaches from other fields to suggest future directions for HRD professionals.

In this review, the authors noted the relatively few approaches to qualitative research that have been used regularly in HRD literature and suggested further innovative approaches that could deepen the understanding of organizations, including narrative, visual and indigenous methods, among others.

This paper provides for HRD scholars an overview of a few qualitative research methodologies that are new to HRD and identifies additional approaches and epistemological challenges that could be valuable for future inquiry into complex organizations by HRD scholars and practitioners.

The authors suggest various feasible approaches and tools for HRD professionals to inquire into their practice in organizations to identify needs, evaluate outcomes and inquire into socially complex issues.

This study’s intent is to encourage the use of various innovative qualitative inquiry approaches when appropriate to understand and transform organizations. In particular, this study encourages the approaches that center the voices and experiences of those being studied and emphasizes the ways of listening to voices from the margins that may have been ignored previously.

Focuses specifically on children’s experiences of the Internet, including the extent of their exposure to sexual, racial or other unpleasant material, how teachers view this problem, and what action schools are taking. The questionnaire survey found a higher number of children with Internet access at home than previous studies; this was regardless of the socio‐economic group. Figures of those who had seen unpleasant or offensive material were also higher than previous research has shown. Teachers’ views were also canvassed. Many staff were unaware of their schools’ Internet use policies, and had little or no training in using the Internet with children. The study concludes that more needs to be done to both meet government online targets and to address the issue of free Internet use with children’s protection. Suggestions regarding the role of librarians are offered.

This paper aims to examine the planning policy and legal framework governing the creation and operation of urban agriculture in Sydney, Australia’s global city. All levels of urban agriculture are considered – from domestic and small community gardens to large agribusiness – as all make an important contribution to agricultural production in an urban context.

Using the Australian State of New South Wales and its capital Sydney, as a focus, the study examines the recent trend of the recognition and re-establishment of agriculture as a desired land use in cities. Three examples are selected for closer scrutiny – Horsley Park Urban Agriculture Precinct, located in the Western Sydney Parklands; City of Sydney’s City Farm, located in the inner suburb of St Peters; and the Western Sydney Aerotropolis Agribusiness Precinct, located at a new airport on the fringe of Sydney.

As more city-dwellers embrace urban food production and as city authorities seek to encourage and facilitate farming activities, it is clear that regulatory structures which allow it to happen should be incorporated into urban planning legislation at (in the Australian context) state government level. If cities want to encourage urban agriculture, planning legislation needs to be part of the broader legal framework for enabling it to germinate and thrive.

This paper explores the emergence of two new types of urban agriculture: first, the multi-functional, small-scale urban farming operation, situated conceptually between a community garden and a full-scale commercial agricultural enterprise, and located spatially in the midst of built-up urban form; and second, the intensive, high tech export-oriented model exemplified by the Aerotropolis Agribusiness Precinct.

This paper attempts an overview of the literature on issues relating to the electronic provision of health information for the consumer, to provide a context for current work being undertaken by the Internet Studies Research Group (ISRG) examining the impact of various electronic platforms. Reasons why there has been an increase in interest and demand for health information and issues such as information need, take‐up and use, are elicited from the literature, and discussed with regard to previous research and the findings from the group’s own studies. Problems inherent in electronic provision, such as the dissemination of unregulated information, and barriers to information take‐up, are examined in depth. The review concludes with an outline of the implications of the issues for both the current and future work of the ISRG and the wider research community.

Provides the first exploratory analysis of the use of NHS touch‐screen information kiosks located throughout the UK. It examines, through a one month snapshot of the transactional logs of the kiosks, their use and makes comparisons between the types of organisation in which the kiosks are housed. Details of over 120 kiosks and nearly 47,000 user sessions and 310,000 page views were used for the comparison. The kiosks are proving popular, although some use appears to be of a cursory and seemingly unproductive kind. Surprisingly significant differences between kiosk locations were found. This early research reported here is part of an ongoing study of how users obtain health information by interacting with different digital platforms: kiosks, the Internet, and digital television. Comparisons are made between the results of this study and a similar study conducted by the authors on commercial health kiosks, those of InTouch With Health.

During an evaluation of a digital interactive consumer health television channel (NHS Direct) on Kingston Interactive Television the prominence of the channel’s menus regarding the interactive element of its service diminished considerably over a period of four months. During this time the use of the channel declined significantly, a development that can be attributed, at least in part, to the reduction in visibility of the channel. A number of metrics (users, return visits, screens viewed, screens viewed during a visit, and time spent viewing) were employed to chart and explain the decline. Two changes to the positioning of the channel resulted in a drop of about one‐third in the number of users. Other metrics – page views and return visitors – saw similar declines.