5 Ways to Improve Intersectionality at the Workplace

diversity is more complicated than that and often exists in layers. It is not all-or-nothing, but rather, diverse types of diversity (gender, race, sexual orientation, etc.) build, layer, and intersect with each other. This idea is known as intersectionality. While diversity and inclusion initiatives exist in most modern workplaces, those programs often fail to recognize the ways an individual may experience inequity and discrimination from various identities.

Most Diversity, Equity & Inclusion (“D&I”) initiatives think of individuals from a singular oppression lens without considering the multiple sources of discrimination an individual may be experiencing.

The following dimensions of human existence must be considered while evaluating the focus areas under the D&I scheme.

It is only when an individual can bring his/her wholesome self to the workplace, without prejudice, can belonging to an organization be truly established. This takes several small, gradual, and sustainable actions to build an inclusive culture where everyone feels valued for who they are without preconceived notions.

For D&I efforts to truly have an impact in the workplace, we must have a better understanding of (and consequently application) the concept of intersectionality.

Defining 'Intersectionality':

Coined by Kimberlé Crenshaw in 1989, the term intersectionality recognizes that individuals experience discrimination based on multiple and intersecting identities, including race, religion, ethnicity, migrant status, gender identity, sexual orientation, disability, age, or socioeconomic status. It is the acknowledgement that everyone has their own unique experiences of discrimination and oppression, and we must consider everything and anything that can marginalise people – gender, race, class, sexual orientation, physical ability, etc. Intersectionality describes how different elements of a person's identity can be discriminated against - with negative outcomes.

It is important to consider how multiple identities intersect – as focusing on simply one identity masks the deeper and more complex systemic issues, further compounding inequality. Businesses that do not consider intersectionality in diversity and inclusion programs may ultimately lose out from high staff turnover. That is why, for a D&I program to be successful, we must look at intersectionality as a whole new concept not just focus on just one parameter of diversity, such as gender.

For example: while an organization has a strong focus on women in the workplace and assigns great forums for management development programs, such as weekend webinars from XLRI and residential programs at IIMs, some women may greatly benefit from this initiative. However, when we look at the intersectionality- such as being a single parent, that too, to a toddler or a parent with no support system for weekends (considering the day-care service provider also takes weekends off), this program may greatly fail many women may not volunteer to apply for such weekend commitments or long-stay residential programs.

Shifting focus toward those that experience this intersection between their various, diverse identities does not take away from those who experience their diversity in a more singular form. If D&I efforts are focused on ensuring that the most marginalized (i.e., those holding multiple marginalized identities) are supported, the moderately marginalized (i.e., those most often highlighted in traditional D&I programs) will benefit as well.

Five Ways to Improve Intersectionality at the Workplace:

So, what does it look like to value intersectionality within the workplace?

First, review your current employee data from multiple perspectives. Consider, with your current methods of tracking, what groups or collections of identities are being left out. Your data should paint an accurate picture of your company workforce, in particular your leadership team. Run metrics across a multitude of demographic factors (not just by race or by gender) to gain a more accurate representation of your workforce.
Address any barriers resulting from intersectionality in the workplace. For your affinity support groups, ensure that they cater to their members holding unique identities. Often these sorts of support groups focus on the majority presentation within the group potentially further marginalizing select members. For example, having an affinity group catering to women with all white leaders, or a group for African American members of the workforce with all male leaders.
Initiate change with your leadership. There needs to be buy-in from leadership as evidenced by their actions and willingness to make policy changes. Additionally, leadership should actively seek to diversify their members and, at the very least, invite diverse voices into the decision-making room to ensure a multitude of perspectives are considered.
Provide opportunities for continued learning and awareness. Building a more inclusive workplace will take a commitment to confront individual and corporate blind spots, learning, and retraining. While the one-off training on microaggressions is helpful, shifting culture in the workplace requires a consistent feedback loop of questioning current practices and making changes where necessary.
Invest your time and resources into making lasting changes. Commit to investing time and resources, not remnants, to build a truly inclusive workplace. Create inclusive policies to support the push towards a more inclusive workplace. In addition to policy creation, revisiting these policies and how they sever or miss multiple intersecting identities will be key to retaining a truly inclusive workplace.

Considering intersectionality within your D&I work is not an easy task, but it is a necessary and meaningful task to vehemently combat inequality within the workplace.

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Categories: : DEI Strategy, Workplace Culture