Coaching and Mentoring as HRD Practices for Social Justice, Sustainability and Inclusion in a Socially, Technologically and Politically Disrupted World
DETAILS
Call for Papers
Coaching and Mentoring as HRD Practices for Social Justice, Sustainability and Inclusion in a Socially, Technologically and Politically Disrupted World
Journal: Human Resource Development International
Publisher:Taylor & Francis Group
Special Issue
Manuscript Submission Deadline: 30 January 2027
Human Resource Development International (HRDI) invites submissions for a Special Issue examining how coaching and mentoring as Human Resource Development (HRD) practices can contribute to social justice, sustainability, inclusion, learning, leadership, and organizational change amid social and technological disruption.
About the Special Issue
Coaching and mentoring are widely used across organizational, professional, educational, and social settings to support learning, development, employability, leadership, and access to opportunities. The Special Issue seeks critical examination of their potential roles in empowerment, inclusion, organizational change, and responses to persistent inequalities.
It also invites research that questions assumptions about coaching and mentoring, including whether these practices can reinforce organizational structures, compliance, or inequalities. Particular attention is given to the rapid growth of digital and AI-enabled coaching, including questions around accessibility, privacy, consent, equity, sustainability, technological divides, and differential access to human-led developmental support.
Topics of Interest
Submissions may address, but are not limited to:
Coaching and mentoring for empowerment
Coaching and mentoring as mechanisms of compliance or resistance
Coaching and mentoring for social justice
Critical perspectives on coaching and mentoring
Internal coaches and mentors as organizational change agents
Coaching and mentoring in social movements
Coaching in campaign organizations
Coaching and mentoring in trade unions
Ethical challenges in coaching and mentoring
Social, economic, and environmental justice
Widening access to coaching and mentoring
Leadership coaching in third-sector organizations
Coaching in charities and nonprofit organizations
Formal and informal mentoring
Coaching and mentoring in VUCA and BANI environments
Equality, diversity, and inclusion
Coaching supervision
AI-enabled coaching and mentoring
Trust in AI coaching
Digital accessibility and inclusion
Technological divides in developmental support
Privacy and consent in AI coaching
Equity in digital coaching
Sustainability of AI-enabled HRD
Ethical and inclusive HRD practices
Risks of exclusion and exploitation
Ecological implications of technological coaching
Theoretical and philosophical perspectives on coaching
Reconceptualizing coaching and mentoring for social justice
Key Research Themes
Coaching, Mentoring and Social Justice
Research examining whether and how coaching and mentoring can support empowerment, equality, inclusion, access to opportunities, and meaningful individual or collective development.
Critical Perspectives on Coaching and Mentoring
Studies questioning assumptions of neutrality and exploring how developmental interventions may reinforce or challenge existing organizational structures, hierarchies, and inequalities.
AI and Digital Coaching
Research addressing AI-enabled coaching and mentoring, including accessibility, trust, privacy, consent, technological inequality, ethics, and the potential emergence of different levels of developmental support across organizational hierarchies.
Sustainability and Responsible HRD
Studies examining how HRD professionals can align technological innovation in coaching and mentoring with principles of sustainability, equity, inclusion, and responsible development.
Coaching and Mentoring in Alternative Contexts
Research involving social movements, charities, campaign organizations, third-sector organizations, trade unions, and other settings beyond conventional corporate environments.
Preferred Article Types
The Special Issue welcomes four submission types:
Empirical Papers: Maximum 8,000 words
Non-Empirical Papers: Theoretical, conceptual, literature review and analytical research — maximum 8,000 words
Literature-Informed Practitioner/Scholarly Insights: Maximum 4,000 words
Novel Book Reviews and Assessments: Maximum 4,000 words
References and tables/figures are excluded from the stated word limits.
Important Dates
Manuscript Submission Deadline: 30 January 2027
Notification to Authors: 20 March 2027
Revised Version Submission: 30 June 2027
Final Acceptance: 30 October 2027
Submission Information
Papers should be submitted through the Human Resource Development International manuscript submission system by 30 January 2027.
During submission:
Select “Yes” when asked whether the paper is for a specific Special Issue or Article Collection.
Select the Coaching and Mentoring Special Issue from the drop-down menu.
Follow the journal's author guidelines and HRDI quality requirements.
All submissions will undergo the journal's standard double-blind peer-review process.
Submit to Human Resource Development International
Human Resource Development International – Instructions for Authors
Human Resource Development International – Journal Page
Special Issue Editors
Duminda Rajasinghe
Nottingham Trent University, Nottingham Business School, UK
Email: Duminda.rajasinghe@ntu.ac.uk
Judie Gannon
Oxford Brookes University, Oxford, UK
Email: jmgannon@brookes.ac.uk
Karine Mangion-Thornley
University of West of England, UK
Email: Karine.Mangion@uwe.ac.uk
Jenni Jones
University of Wolverhampton
Email: Jenni.jones@wlv.ac.uk
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