HR office morality: Goldschmidt and the relevance of his critique of dialogism

Asaf Ziderman*

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review


Herman Levin Goldschmidt delineates and critiques four types of "dialogism," four ways of derailing dialogical discourse and praxis. In the following, I examine two of them: "Pan-dialogism" is the glossing over the effect of power differentials such as gender, class, and race as relevant factors in the constitution of dialogue. "Pluralogic" is the evading of true dialogue, which is intense and exclusive, by conducting simultaneously multiple superficial conversations. Pluralogic enables to escape the internal turmoil and conscience s call for critiquing that are part and parcel of true dialogue. To examine the two dialogisms, I use Martin Buber s thought, which Goldschmidt sees himself as continuing, as a case in point as well as a resource to further unpack Goldschmidt s thought. In the course of the paper, I criticize what I call "Human Resource Office Morality," the celebration of mere diversity at the expense of true contradiction.

Original languageEnglish
Pages (from-to)539-548
Number of pages10
JournalPhilosophy Today
Issue number3
StatePublished - 1 Jun 2023
Externally publishedYes


  • Buber
  • Communion
  • Contradiction
  • Critical thought
  • Dialogue
  • Diversity
  • Freedom
  • Goldschmidt
  • Human resource


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