The concept of intersectionality has gained prominence within the discourse on diversity and inclusion. Rather than examining individual categories of identity in isolation, intersectionality acknowledges the complexity and interconnectedness of various social identities and how they influence people's experiences with privilege and marginalization.
Understanding Intersectionality
Brief History of Intersectionality
The concept of intersectionality originated in the 1970s and 1980s through the work of prominent Black feminists like Kimberlé Crenshaw, who noticed that feminism at the time largely focused on the perspectives of middle-class white women. This excluded the experiences of women of color who faced multiple intersecting forms of oppression. Crenshaw introduced the term "intersectionality" in a 1989 paper to describe how black women are marginalized both by their race and gender.
Over the following decades, intersectionality grew into a broader framework for understanding how people with multiple marginalized identities experience compounded discrimination. Intersectionality examines the intersections between race, class, gender identity, sexual orientation, ability, national origin, and other identity markers to reveal the deep complexities of prejudice.
Definition of Intersectionality
Intersectionality refers to the interconnected nature of social categorizations and identities such as race, class, and gender. This framework proposes that these identities do not exist independently but are shaped by one another to create interdependent systems and experiences of privilege and oppression.
For example, a low-income Black woman experiences oppression differently than a middle-class white woman or even a low-income Black man. Her specific position at the intersection of racial, gender, and class bias subjects her to a distinct form of marginalization. Intersectional thinking attempts to capture this complexity by avoiding simplistic binaries like "women's issues vs. racial issues."
In essence, intersectionality asserts that multiple identities intersect to create unique modes of discrimination. Solutions to social inequality must therefore address the intersection and interaction of categories like race, gender, sexuality, and class in order to meet the needs of those with multiply marginalized identities.
The Importance of Intersectionality in Diversity and Inclusion
Intersectionality’s Role in Spotlighting Marginalized Groups
Intersectionality provides a critical framework for diversity and inclusion initiatives by illuminating the unique needs of the most marginalized groups. An intersectional perspective recognizes that factors like race, gender, and sexuality do not exist separately from one another but work together to shape experiences of privilege and oppression.
For example, women of color face distinct barriers in the workplace that white women may not experience, such as racialized sexism. Similarly, a gay Black man navigates discrimination differently than a lesbian white woman. By considering the intersections between these identities, we can craft more targeted solutions.
An intersectional approach also avoids essentialism within diversity efforts. It pushes us to look beyond broad categories like "women" or "people of color" to address the nuanced needs of those facing multiple intersecting biases.
Gender Equality and Intersectionality
Intersectionality has profoundly shaped global gender equality and women's empowerment efforts. Activists and policymakers initially tackled gender inequality as a single-axis issue affecting all women in the same ways. Intersectionality revealed this approach as incomplete by showing how factors like race, class, and sexual orientation intersect with gender to create diverse manifestations of patriarchal oppression.
An intersectional gender lens has helped reform feminist movements and policies to be more inclusive. It has brought attention to the needs of women facing multiple intersecting biases, from Indigenous women to disabled women of color. Intersectionality has been crucial for creating more equitable and just gender equality around the world.
Intersectionality in Social Movements
Intersectional frameworks have transformed social justice movements and activism as well. They have highlighted interconnections between different forms of oppression that movements historically treated as unrelated.
For instance, intersectionality has revealed linkages between fights for racial justice, LGBTQ+ equity, labor rights, and gender equality. This has enabled building coalitions and solidarity across diverse marginalized groups. Intersectionality has been integral to making activism and social change work more inclusive overall.
Intersectionality in the Organizational Context
Recognizing Diverse Employee Experiences
Within organizations, intersectionality enables understanding how employees with multiple marginalized identities experience the workplace. Factors like gender, race, class, and sexuality do not operate independently. For example, women of color face distinct barriers from racism and sexism in combination.
An intersectional perspective illuminates complex organizational dynamics. It reveals varied modes of privilege and disadvantage shaped by intersecting systems of power and oppression. This allows tailoring inclusion initiatives to meet the unique needs of all employee demographics.
Building More Inclusive Organizations
Intersectionality provides a powerful framework for cultivating diversity, equity, inclusion, and belonging within organizations. It pushes organizations to look beyond simplistic binaries and categories to address interlocking sources of inequity.
Practically applying intersectionality involves actively listening to employees with intersecting marginalized identities and crafting initiatives to dismantle the biases they uniquely face. This results in more nuanced and tailored solutions for building truly inclusive workplaces.
Overall, intersectionality enables organizations to create environments where all employees, in their full complexity, feel valued, respected, and able to thrive.
Benefits of Intersectional Approaches to Diversity and Inclusion in Organizations
Enhanced Employee Engagement and Performance. Taking an intersectional approach to diversity and inclusion leads to more engaged and higher performing employees. Intersectionality recognizes that individuals have multiple, overlapping identities that shape their experiences and perspectives. An intersectional diversity program understands how gender, race, age, disability status, and other aspects of identity intersect to impact someone's needs. With this nuanced understanding, organizations can better support each employee and make them feel valued. Studies show that when employees feel their organization is committed to diversity and inclusion in this multi-faceted way, they report higher job satisfaction, engagement, and performance. For example, providing dedicated lactation rooms recognizes how being a nursing mother intersects with being a working woman. Flexible work options acknowledge how being a working parent intersects with other identities. Anti-harassment training that covers gender, race, and sexual orientation demonstrates an understanding of how harassment impacts people differently depending on their identities.
Increased Organizational Innovation. Intersectional diversity and inclusion leads to higher innovation as well. When you bring together workers with diverse backgrounds, experiences, and perspectives, they will think differently and approach problems in new ways. Recognizing intersectionality enhances this creative friction - if you understand how someone's race, gender, age, etc. shape their insights, you can better integrate their ideas. Studies consistently show that diverse teams that value those differences outperform homogeneous ones on innovation metrics. For example, products designed by racially diverse teams are more likely to meet the needs of non-white users. Services developed by teams considering disability and age are more accessible to different audiences. Campaigns created by groups aware of cultural nuances resonate better across demographics. Intersectionality brings more diverse perspectives to the table, fueling this innovation.
Implementing an Intersectional Approach to Diversity and Inclusion
Intersectional Policies and Practices
Truly implementing intersectionality requires looking at all talent processes and practices through an intersectional lens. First, review existing policies and programs to see if they consider intersectional identities or take a siloed, single-axis approach. Then, work with employee resource groups representing various communities to get input on enhancing programs.
Examples of intersectional talent practices include:
Recruiting efforts that target multi-marginalized communities
Mentorship programs matching mentees and mentors based on shared intersectional experiences and needs
ERGs that explore the intersection of identities (Working Parents of Color, LGBTQ Employees with Disabilities)
Inclusion training covering concepts like intersectionality, code-switching, privilege, microaggressions, etc.
Case Studies of Successful Intersectionality Implementation
Several leading companies demonstrate effective intersectional diversity programs:
Microsoft - Microsoft's Employee Resource Groups and diversity initiatives take an intersectional approach. The Black and African Ancestry Network explores the intersecting needs of this community across gender, sexual orientation, nationality, ability status, etc. Their Autism hired program provides intersectional support for autistic workers.
Nike - Nike's intersectional non-discrimination policy expressly prohibits bias based on the intersection of identities. Their benefits programs account for intersectional needs around parenting, ability, and health. Nike partners with organizations serving communities facing multiple marginalization.
Bank of America - Bank of America trains leaders on mitigating bias at identity intersections. Their Women's Next Level Leadership Program empowers intersectional peer coaching circles. The company collects intersectional workforce demographic data to guide strategy.
The Complexity of Intersectionality in Practice
Navigating Intersectionality's Layers of Identity
A key challenge in implementing intersectionality is navigating the layers of human identity. While concepts like gender, race, and orientation provide a starting point, individuals within any identity group have nuanced experiences. Intersectional programs must balance group-level insights with individual needs.
For example, providing dedicated support for working mothers recognizes broad gendered family caregiving patterns. However, some men are primary caregivers, and some women are not. Accounting for personal situations within group frameworks takes intention. Open communication, customizable policies, and avoiding assumptions are key.
Balancing Individual and Collective Identity Concerns
Relatedly, intersectionality aims to address collective marginalization of certain identity groups while empowering individuals. Tensions can arise between group and individual priorities. For instance, setting diversity hiring targets for underrepresented groups may lead to a sense of unfairness among majority groups.
Organizations can mitigate this by communicating how diversity targets aim to correct past systemic imbalances, not confer "extra" advantages to certain groups. Framing diversity and inclusion as something that ultimately benefits all employees can further reconciliation.
Overall, intersectionality provides a powerful framework for creating workplaces where all employees, in their full humanity, feel valued, respected, and able to perform at their peak. While complex in practice, leading companies increasingly recognize intersectionality as the future of diversity, equity and inclusion.
Addressing the Critiques of Intersectionality
Intersectionality and Essentialism
One common critique of intersectionality is that it promotes essentialism by assuming all people within a particular group share the same experiences and identities. However, intersectionality acknowledges the diversity within groups and recognizes that no two people's experiences are exactly the same, even if they share certain identities. Intersectionality argues against a deterministic view of identity and instead recognizes the complex interplay between different aspects of identity and lived experiences.
Rather than reinforcing essentialism, intersectionality provides a framework for understanding nuanced differences in privilege and oppression, both within and across identity groups. It highlights the problems with speaking about broad categories like “women” or “people of color” as if they are homogeneous groups. Intersectionality argues that to truly address inequities, we must consider intragroup differences and complex marginalizations.
Intersectionality and Power Dynamics
Another common critique is that intersectionality overemphasizes disadvantaged identities and does not adequately account for differences in privilege and power. However, a core tenet of intersectionality is examining the complex power dynamics created by the intersection of multiple identities and structural inequalities.
Intersectionality does not ignore issues of power and privilege—in fact, it brings nuance to these conversations by demonstrating how power is not static or one-dimensional. An individual may experience oppression related to one aspect of their identity, while retaining privilege associated with another aspect. Intersectionality provides a means of analyzing privilege, oppression, and power across intersecting dimensions.
Advancing Intersectionality for a More Inclusive Future
Strategies for Enhancing Intersectional Approaches to Diversity and Inclusion
There are several strategies organizations can adopt to enhance intersectional approaches to diversity, equity and inclusion:
Conduct intersectional analyses of policies, practices, and programs to identify gaps and barriers
Provide intersectionality training and education for leadership and staff
Collect disaggregated data across multiple identity factors
Expand diversity efforts to be fully inclusive of intersectional identities
Amplify voices of those from intersectionally marginalized groups
Foster dialogues across differences and shared learning
Looking Ahead: Intersectionality and the Future of Inclusion
Intersectionality provides a critical framework for creating more just and inclusive organizations and societies. As diversity, equity and inclusion efforts continue to evolve, intersectional approaches will be vital. Intersectionality emphasizes interconnectedness, examines power structures, centers marginalized voices, and brings nuance to complex issues of identity and inequity. By embracing intersectionality, we move closer to the goals of fairness, justice and belonging for all.
Gild Collective’s Gender Inequity Simulator provides an in-depth experience of individuals with unique intersectional identities. Understanding someone else’s lived experience can develop empathy that drives motivation for intersectional inclusion and change.