Embracing Intersectionality for True Workplace Inclusivity
In many workplaces, companies highlight "creating an inclusive environment" as one of their core objectives, and it's commendable. Employees want inclusivity, diversity and equity, so to see companies prioritizing it is promising. But despite their best efforts we often see companies fail to achieve this goal because of a missing key ingredient; a nuanced understanding of intersectionality.
When on the path to achieving EDI, companies run the risk of overlooking intersecting identities which can impede progress and perpetuate blind spots. So, what exactly is intersectionality and how can you build it into your company?
Identifying Oversights
Many organizations adopt systematic approaches as they aim to meet their EDI goals. While these structured frameworks demonstrate a commitment to EDI, they can sometimes overlook the complex layers of identity that contribute to a fully inclusive environment. This limiting and often inflexible approach leaves holes that expose the depth of EDI. For example, when organizations focus solely on one aspect of diversity, such as hiring LGBTQ+ individuals, they may inadvertently overlook other intersecting identities, such as race, disability, or socioeconomic status. While likely not intentional, this narrow focus can lead to a fragmented approach to inclusivity, where certain groups feel marginalized or underrepresented despite efforts to promote diversity.
Simply meeting the bare minimum in diversity initiatives without considering the broader spectrum of identities within the workforce can hinder genuine progress toward inclusivity.
Understanding Intersectionality
So, let's talk about intersectionality. Coined by Kimberlé Crenshaw, intersectionality acknowledges that individuals hold multiple identities that intersect and influence their experiences and perspectives. For example, two women may share the common identity of gender, but their experiences vary significantly based on factors such as race, sexuality, ability, and more. These layers of identity often affect daily interactions and career progression. Recognizing and addressing these intersecting identities is essential for creating truly inclusive environments in the workplace.
Strategies for Intersectional Inclusivity
Understanding intersectionality and how it impacts your workforce is one thing, but knowing how to implement intersectional inclusivity is another. Like all EDI work, it can be challenging to make sure you consider all groups and experiences and promote equity across the board. When considering intersectionality, which should always be considered, it can feel even more challenging because the experiences of employees are endless. Unfortunately, there isn't a simple one-size-fits-all solution you can propose. But here's where you can start:
Data Collection and Analysis:
Collecting demographic data that captures intersecting identities is crucial for identifying patterns of privilege and marginalization within the workforce.
Seeking Diverse Perspectives:
Soliciting feedback from employees with diverse identities is essential for understanding their unique needs and barriers.
Incorporating diverse perspectives into decision-making processes ensures that initiatives are inclusive and effective for all identities within the workplace.
Revising Programs and Policies:
Revising programs and policies to address intersectional needs is paramount for fostering inclusivity.
Leadership and Decision-Making:
Training leaders on intersectional awareness and biases is essential for promoting inclusive leadership.
Supporting inclusive leadership promotion, sponsorship, and mentorship opportunities ensures that individuals from all backgrounds have equal opportunities for advancement.
Wide Reaching Engagement:
Extending intersectionality considerations to external engagements with partners and customers is essential for promoting inclusivity.
Incorporating intersecting identities into marketing campaigns, product development, and corporate social responsibility initiatives demonstrates a commitment to diversity and inclusion both within and beyond the organization.
Inclusivity in the workplace requires a holistic approach that acknowledges, celebrates and supports intersecting identities. By embracing intersectionality and adopting strategies to promote inclusivity, organizations can create environments where all individuals feel valued, respected, and empowered. Moving beyond surface-level diversity initiatives toward intersectional inclusivity is not only essential for fostering a diverse and inclusive workplace but also for driving meaningful progress toward equity. Let's commit to building workplaces where every individual's unique identity is celebrated and respected.
