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The shift to a virtual work environment and global health, economic, and sociopolitical crisis call for different ways to create inclusion within organizations. The author draws her personal experience of navigating corporate and personal identity as a remote worker and woman of color to share the challenges of creating meaningful inclusion within organizations. The author then invites Organization Development (OD) practitioners to leverage intersectionality as a critical framework in designing and implementing an intervention. She also shares how it enhances inclusive OD practices. The author concludes the article by inviting OD practitioners to reflect on a series of inquiries to help them deepen their reflection to create inclusive OD practices. [ABSTRACT FROM AUTHOR]

Determining the process for obtaining local research ethics approval, or whether such a requirement even exists, may not always be straightforward in the context of some developing countries where such information may not be easily accessible to overseas researchers. How far do a researcher's ethical obligations extend in determining whether there is a requirement for local research ethics approval, and what form this would take (e.g., institutional or centralised ethics review)? In other words, how far should a researcher be expected to go in seeking out local ethics approval, especially where such information is not readily available? As part of this discussion, this case study describes the steps that I took as the principal researcher, before I was able to reasonably conclude that no national ethics approval requirement existed in Guyana for my particular research, which involved interviewing justice service providers about the implementation of Guyana's Domestic Violence Act. Drawing on this experience, I discuss various considerations that an international development researcher should bear in mind when planning and conducting research that seeks to meet leading international norms of research ethics. [ABSTRACT FROM AUTHOR]

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