What Is Intersectionality & How Does It Impact the Workplace?

Understand the importance of intersectionality in the workplace and how it can affect individuals with intersecting identities. Discover ways to promote inclusivity and equality in your business.
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    Impact of Intersectionality on the Workplace

    Intersectionality is a concept that has become increasingly discussed in recent years as conversations surrounding diversity and inclusion in the workplace have come to the forefront.

    In this article, we will explore what intersectionality is and it’s connection to the workplace. We will examine the ways in which intersecting identities can affect an individual’s professional development and opportunities, and we will discuss steps that can be taken to promote inclusivity and equality in the office.

    By understanding intersectionality and its role in shaping the experiences of individuals in the workplace, we can work towards creating more equitable and inclusive environments for all.

    First, What Is Intersectionality?

    Intersectionality in the workplace refers to the ways in which different aspects of an individual’s identity intersect, therefore, shaping their experiences and opportunities in the professional world. These aspects can include race, gender, sexual orientation, class, and other social identities.
    In the workplace, understanding intersectionality is important because it helps us recognize the ways in which different systems of oppression and privilege intersect and create inequitable outcomes for certain groups of people. By acknowledging and addressing these intersections, we can work towards creating more inclusive and equitable work environments for all employees.

    What “Group” of People Does Intersectionality Apply To

    Intersectionality applies to all individuals in a workplace, including those who may be marginalized or disadvantaged based on their race, gender, sexual orientation, class, or other social identities.

    People Are Multidimensional and Can Feel the Effects of More Than One Discrimination at a Time

    Individuals are multidimensional and can feel the effects of more than one discrimination at a time because they have multiple social identities and can belong to multiple marginalized or disadvantaged groups.

    For example, a woman of color may face discrimination based on both their gender and race, creating a unique experience of discrimination that is different from that faced by a white man or woman. Similarly, an individual who is LGBTQ+ may face discrimination based on their sexual orientation or gender identity while also facing discrimination based on other aspects of their identity, such as their race or class.

    Intersectionality recognizes that systems of oppression and privilege do not operate in isolation but rather intersect and do so in complex ways that create differing experiences of discrimination and advantage.

    By acknowledging and educating on the intersections of identity and oppression, we can work towards creating more inclusive and equitable environments for all individuals, regardless of their social identities.

    Is Intersectionality Truly Relevant in the Workplace?

    Intersectionality is a concept that is relevant to all aspects of society, including the workplace. Leaders in an organization that have knowledge of their own dimensions of diversity are very often the catalysts that curate an invaluable empathy towards the similarities and differences of people within their company. Here are a few examples where intersectionality becomes a workplace-related concern:
    1
    Hiring and Promotion
    An organization that does not consider intersectionality in their hiring and promotion practices may perpetuate or even exacerbate existing imbalances in representation and opportunity. For example, a company that only considers candidates who are male and/or white for leadership positions may perpetuate a lack of diversity at the top levels of the organization.
    2
    Workplace Culture
    Intersecting systems of oppression and privilege can shape the culture of an organization and impact the experiences of different groups of employees. For example, a workplace that does not adequately address issues of sexual harassment or discrimination may create a hostile or unwelcoming environment for women, LGBTQ+ individuals, or other marginalized groups.
    3
    Employee Development
    Intersectionality can also impact the opportunities and support available to employees for professional development and advancement. For example, an organization that does not consider the unique challenges and experiences of women of color may not provide the same resources or support for their advancement as it does for white men.

    The Need for More Nuanced, Inclusive Solutions in the Workplace

    There is a need for more nuanced, inclusive solutions in the workplace because one-size-fits-all approaches do not adequately address the complex and intersectional nature of discrimination and privilege.

    Intersectionality is the idea that different aspects of identity, such as race, gender, sexual orientation, and class, intersect and create differing experiences of discrimination and privilege. This means that the challenges and experiences of marginalized or disadvantaged groups cannot be fully understood or addressed through a single solution or approach.

    For example, an organization that wants to promote diversity and inclusion may implement a program to recruit and retain more women, but this may not adequately address the unique challenges and experiences of women of color, who may face discrimination based on both their gender and their race. A more nuanced, inclusive solution would consider the intersecting identities and experiences of all employees and work towards creating an environment that is welcoming and supportive for all.

    How Should a Corporate Entity Approach the Topic of Intersectionality?

    Successful team of young perspective businesspeople in office
    There are several ways that a corporate entity can approach the topic of intersectionality:

    Educate Themselves

    It is important for corporate entities to educate themselves about intersectionality and how it impacts the experiences and opportunities of their employees. This may involve participating in training or workshops, and seeking out guidance from experts or employees with relevant expertise.

    Engage Employees

    Involving employees in the process of understanding and addressing intersectionality is crucial. This may involve soliciting input and feedback from employees about their experiences and concerns, and creating opportunities for dialogue and discussion about these issues.

    Review Policies and Practices

    Corporate entities should review their policies and practices to ensure that they are inclusive and equitable for all employees, regardless of their social identities. This may involve examining hiring and promotion practices, workplace culture, employee development opportunities, and other areas.

    Implement Inclusive Solutions

    Once the needs and concerns of employees have been identified, corporate entities should work towards implementing inclusive solutions that address these issues. This may involve implementing diversity and inclusion training, creating employee resource groups, and taking other steps to promote inclusivity and equality in the workplace.

    Final Words

    In summary, intersectionality is a concept that helps us understand how different aspects of identity, such as race, gender, sexual orientation, and class, intersect to shape experiences and opportunities in the workplace and beyond. By acknowledging and addressing the intersections of identity and oppression, we can work towards creating more inclusive and equitable environments for all employees.

    At Strasity, we believe the role of the organization is to educate their leaders to enable a workplace that is empathetic and is a supportive environment for every person involved. If your goal as an organization is to have an equitable workforce and an inclusive culture, the ideal would be to implement systems to support that.

    Each individual within the workforce should understand or try to understand their own intersectionality and find solutions to support themselves, whether those solutions are inside or outside of the workforce. It’s important for individuals to recognize that when you decide to work for a company, you are also deciding to adhere to their values as part of your employment. For this reason, we encourage individuals to do their due diligence before accepting a job with any organization.

    Today, many organizations are taking steps to educate themselves about intersectionality and how it impacts their employees. We’re seeing more and more companies engage employees in discussions about these issues, reviewing their policies and practices to ensure inclusivity and equity, and implementing inclusive solutions to address any identified challenges. We believe these efforts create more inclusive and supportive environments that foster professional development and success for all employees.

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