Feminist Intersectionality: A Comprehensive Guide in the DEI Context
Feminist Intersectionality is a foundational concept within the realms of Diversity, Equity, and Inclusion (DEI). Coined by legal scholar Kimberlé Crenshaw in 1989, it emphasises the interconnected nature of social categorisations—such as gender, race, class, and sexuality—and how they create overlapping systems of discrimination or privilege. By integrating this framework, organisations and movements can address the complexities of systemic inequities more effectively.
Definition:
Feminist intersectionality is a lens for understanding how various social identities combine to influence experiences of oppression and privilege. Unlike traditional feminism, which often focused solely on gender, feminist intersectionality broadens the scope by acknowledging how factors like race, ethnicity, socioeconomic status, and other identity markers intersect with gender to shape an individual’s lived experience. For example, the challenges faced by a white woman in a corporate setting differ from those encountered by a Black woman in the same context, due to the compounding effects of racism and sexism.
Why is Feminist Intersectionality Crucial in DEI?
Feminist intersectionality has become a cornerstone in DEI initiatives for several reasons:
- Inclusive Solutions: It ensures policies and practices address the unique needs of individuals with multiple marginalised identities.
- Systemic Change: By identifying overlapping systems of oppression, feminist intersectionality drives deeper and more systemic approaches to equity.
- Enhanced Representation: Organisations applying this framework can better reflect the diversity of experiences within their teams and communities.
Example:
A company implements a mentorship program aimed at advancing women into leadership roles. However, Black, Indigenous, and other women of color notice the program fails to address unique challenges they face, such as implicit racial bias and exclusionary networks.
Applying feminist intersectionality would involve revising the program to include mentorship opportunities that address these racial barriers while also offering gender-focused support.
How to Incorporate Feminist Intersectionality:
Incorporating feminist intersectionality
- Data Collection and Analysis: Gather data on how different identity groups experience your organisation, focusing on overlapping challenges.
- Policy Design: Develop inclusive policies that account for multiple identities, such as race and disability, alongside gender.
- Education and Training: Offer intersectionality-focused training to help employees recognise and address layered forms of bias.
Conclusion:
By embracing feminist intersectionality, organisations and societies can move closer to genuine inclusivity, ensuring no one is left behind in the fight for equity. Feminist Intersectionality is more than a theoretical framework; it is a call to action for transformative change.
References:
Bilge, S. (2013). Intersectionality undone: Saving intersectionality from feminist intersectionality studies1. Du Bois review: Social science research on race, 10(2), 405-424. https://www.cambridge.org/core/journals/du-bois-review-social-science-research-on-race/article/abs/intersectionality-undone/F519D9CE885DBDDBF3F92BA5D22EA7E9
Figueroa, C. A., Luo, T., Aguilera, A., & Lyles, C. R. (2021). The need for feminist intersectionality in digital health. The Lancet Digital Health, 3(8), e526-e533. https://www.thelancet.com/journals/landig/article/PIIS2589-7500(21)00118-7/fulltext
Ferree, M. M. (2016). The discursive politics of feminist intersectionality. In Framing intersectionality (pp. 55-65). Routledge. https://www.taylorfrancis.com/chapters/edit/10.4324/9781315582924-5/discursive-politics-feminist-intersectionality-myra-marx-ferree
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