The human resource development (HRD) profession needs to continue to develop its core theories and to integrate new theories into the body of knowledge. Creating new knowledge is of essential importance to both HRD practitioners and researchers. As an emerging field, HRD is in the process of defining itself as a discipline. Currently, there are voices missing from the emerging discourse; one of these is that of feminism. These are four reasons that voice should be included: both HRD and feminism are concerned with the construction of knowledge; the priorities and practice of HRD are the exclusive purview of white men; in defining itself as a profession, HRD must be as broad-based as possible; and promoting meaningful change in the lives of organizations and the individuals in them is a strongly held value of both HRD and feminism. Among the challenges facing HRD in incorporating feminist research is that while human resource workers are usually women, managers are usually men. Human resource practices sometimes function to perpetuate patriarchal systems of power. As the field of HRD expands its theoretical base, a broader less sexist approach can only better reflect the diverse clientele with whom human resource staff work. (The bibliography contains 27 references). (AJ)