The Problem The faculty in academia is slowly diversifying, yet individuals who identify as women, people of Color, and/or LGBTQ (lesbian, gay, bisexual, transgender, and queer/questioning) remain underrepresented. Racism, sexism, and heterosexism in the workplace, and intersections of identity and academic rank frequently marginalize women, people of Color, and LGBTQ faculty in the academy. The Solution Critical Human Resource Development (CHRD) offers the conceptual tools necessary for institutions of higher education to engage in meaningful disruption to benefit faculty on the margins. In this article, the authors provide recommendations for organizational and systemic changes that can create new space and opportunities for marginalized faculty. The Stakeholders The recommendations offered herein can aid academic leaders including department chairs, centers for faculty development, and faculty that have the potential to transform institutional cultures and climates.

中文翻译：

---

组织变革中的“夺回我的时间”：一种支持边际教师蓬勃发展和职业发展的辩证法

问题学术界的教职人员正在缓慢地多元化，但是，那些以女性，有色人种和/或LGBTQ（女同性恋，男同性恋，双性恋，变性者和同性恋者/质疑者）为代表的个人仍然人数不足。工作场所的种族主义，性别歧视和异性恋，以及身份认同和学术地位的交集经常使妇女，有色人种和该学院的LGBTQ教师边缘化。解决方案关键的人力资源开发（CHRD）提供了高等院校进行有意义的破坏以使教师受益的必要概念工具。在本文中，作者为组织变革和系统变革提供了建议，这些变革可以为边缘化教师创造新的空间和机会。