This article explores the evolution of diversity in HRD and explicates various tools for workplace diversity. Based on the Bierema-Callahan model of critical HRD, the literature review outlines four phases of evolution: organising by diversity management, learning from diversity training and higher education curriculum, changing to social justice and intersectional diversity, and relating through diversity intelligence. Each phase reflects the shifts in conceptualisations of workplace diversity and corresponding HRD actions and responses. The discussion introduces the concept of radical intentionality in HRD, emphasising the need for intentional transformative actions to address lingering systemic issues of workplace discrimination and marginalisation. Furthermore, it proposes a framework illustrating how HRD tools for workplace diversity can be deployed within four areas of HRD engagement to positively impact workplace experiences for diverse employees. Implications for HRD practitioners include informed decision-making in selecting appropriate tools for diversity initiatives and evaluating their effectiveness. Future research opportunities involve identifying new tools and intended impacts, advancing the quest for social justice and workplace inclusion for all.
