article by KK Harris, Executive Coach Director and Business Psychologist – Talking Talent

So, what is intersectionality?
Intersectionality is when your identity is crafted in different areas, and is diverse on multiple levels,  resulting in unique experiences, opportunities, and barriers for each person.

A lot of the time, people think of intersectionality as only gender and race intersecting. They can forget about things like sexuality, ability, mental health —all these different identities that can interplay and are subject to systems of power that privilege certain people over others.

For example, as a Black woman, I obviously fit into that diverse group. I’m also neurodiverse, so I cross into that group. I’m also a part of the LGBTQ+ community. Most people aren’t just one identity and cross into other areas of diversity – that’s intersectionality.

How can understanding intersectionality make for a stronger and more inclusive workforce?
Truly understanding intersectionality means you won’t just be fixated on the external. A workplace that doesn’t understand intersectionality might look at a white man and assume that’s all there is to him – but he might be a single dad, or gay or neurodiverse.

We mustn’t forget that those deemed as being part of the dominant group may also be struggling. Understanding this and acting on it makes for a more inclusive and equitable workplace.

What do companies tend to get wrong when it comes to intersectionality?
From what I see, what companies generally tend to get wrong about intersectionality is simply the lack of awareness from managers and leadership. Or, they may focus on a particular group without understanding that people in that group belong to other groups as well.

Are there any practical steps business leaders can take to ensure they have an intersectional workforce?
You need awareness. Having an environment where people can be open and honest is important, as is talking to your workforce and finding out what issues they’re facing. You can’t dismantle barriers if you don’t know what they are.

Collecting and looking at data is also useful in terms of building that awareness. Get a baseline of where you’re at with the data and then start looking at the practices. How do you recruit? Really reflect on what’s working and what’s not working. Bring in an external partner to help you deliver this if you need to.