While the human resource development (HRD) literature has made strides to incorporate critical race theory, critical Whiteness studies has not been substantively addressed. White experiences need to be incorporated into organizational learning literature in racialized ways. Unpacking the racialized experiences of Whites in organizational settings is important because it challenges the often-unstated assumption that White experiences are normal and neutral. The uncritical centering of Whiteness is part of what makes the marginalization of racialized others possible, and critical Whiteness studies research seeks to contribute to the decentering process. This article integrates literature exploring racialized White experiences from disciplines, including history, sociology, theology, and legal studies within an existing framework for HRD. This research will place special emphasis on aspects of critical Whiteness that relate to the workplace. The purpose of this article is to advance a theoretical framework that will enhance HRD’s capacity for research and action pertaining to workplace racism.

中文翻译：

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在关键人力资源开发家族中纳入关键白度研究：一个拟议的理论框架

尽管人力资源开发（HRD）文献在整合批判种族理论方面取得了长足进步，但批判性白度研究尚未得到实质性解决。需要将白人经验以种族化的方式纳入组织学习文献中。揭开白人在组织机构中的种族化经历很重要，因为它挑战了白人通常是中立的，经常被陈述的假设。白度的非批判性居中是使种族化的其他人被边缘化的部分原因，而批判性白度研究旨在促进这种去中心化过程。本文将在现有的人力资源开发框架内，结合文学探索白人的种族化经历，包括历史，社会学，神学和法律研究。这项研究将特别强调与工作场所相关的关键白度方面。本文的目的是提出一个理论框架，以增强人力资源开发部门有关工作场所种族主义的研究和行动的能力。