Intersectionality: Understanding the Overlapping Layers of Identity in DEI
In the realm of Diversity, Equity, and Inclusion (DEI), understanding and addressing Intersectionality is crucial. Intersectionality is a significant aspect of this discourse, but what exactly does it entail?
Definition:
Intersectionality is a framework that examines how different aspects of a person’s identity—such as race, gender, sexuality, class, and disability—interact to create unique experiences of discrimination or privilege. The term was coined by legal scholar Kimberlé Crenshaw in 1989 to describe the ways in which multiple forms of inequality can compound and reinforce each other.
Why Is Intersectionality Important in DEI?
In Diversity, Equity, and Inclusion (DEI) initiatives, intersectionality helps organisations and policymakers understand that oppression does not occur in isolated categories. A person who is both Black and a woman may face different challenges than a White woman or a Black man due to the overlapping nature of racial and gender discrimination. This perspective is essential in crafting policies that address systemic barriers more effectively.
Example:
Consider Maria, a Latina woman with a disability. She may experience gender discrimination in the workplace, racial bias in hiring practices, and ableism in accessibility policies. If a company only addresses gender equality without considering race or disability, Maria’s unique challenges remain unrecognised. By applying an intersectional approach, DEI efforts would ensure that policies account for all aspects of her identity.
How Organisations Can Apply Intersectionality in DEI
- Collect Diverse Data – Analysing employee demographics beyond just race or gender can highlight hidden disparities.
- Develop Inclusive Policies – Ensure HR policies account for the experiences of women of color, LGBTQ+ employees, and individuals with disabilities.
- Provide Intersectional Training – Train leadership and staff to recognise how overlapping identities shape workplace experiences.
- Amplify Marginalised Voices – Create spaces where individuals from multiple marginalised groups can share their stories and shape policies.
Conclusion:
Intersectionality is crucial for building truly inclusive environments. By recognising the intersecting layers of identity, organisations can create more effective DEI strategies that promote fairness and equity for all.
References:
Phoenix, A., & Pattynama, P. (2006). intersectionality. European Journal of Women’s Studies, 13(3), 187-192. https://journals.sagepub.com/doi/abs/10.1177/1350506806065751
Weldon, S. L. (2008). Intersectionality. Politics, gender and concepts: Theory and methodology, 193-218. https://www.researchgate.net/profile/Amy-Mazur/publication/288623012_Women’s_movements_feminism_and_feminist_movements/links/5799dbfa08ae33e89fb79d6b/Womens-movements-feminism-and-feminist-movements.pdf#page=207
Al-Faham, H., Davis, A. M., & Ernst, R. (2019). Intersectionality: From theory to practice. Annual Review of Law and Social Science, 15(1), 247-265. https://www.annualreviews.org/content/journals/10.1146/annurev-lawsocsci-101518-042942
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