What strategies can you use to address intersectionality in your Social Impact work?

Nowadays, we may tend to talk more than we listen. A popular quote from the philosopher Zeno of Citium says: "The reason we have two ears and one mouth is because we have to listen more and speak less." This idea is very important because it helps us learn from each other, to really understand each other and therefore, to develop more tolerance and empathy. Listening and showing interest in knowing each person's story is the first step to consciously understanding that each person lives a different reality, thanks to multiple factors.

Stay curious, stay open, listen and learn... and then share what you've learned and how it has best changed you and your way of thinking/working and your team dynamics. If you ain't getting anything positive from diverse perspectives, then unless it's overtly toxic, you'll find there's formal inclusion work that needs to be done in your team. Also vouch for diverse people and their work... If you are a manager don't just ask people to share their "lived experiences", bring under-represented people into the business and celebrate equality and individuality within the team...Don't make the assumption that people who do not come from the same background as you, will not perform to the same standard, usually they can and over time, they will.

La interseccionalidad es un marco analítico feminista que reconoce la complejidad y la diversidad de las identidades sociales y cómo estas interactúan con los sistemas de poder y privilegio. La interseccionalidad nos permite cuestionar las estructuras y las prácticas que reproducen la desigualdad y la injusticia, y nos invita a buscar soluciones transformadoras que respeten y valoren la diferencia. En síntesis, se trata de ejercitar la empatía más que la simpatía, ya que, al decir del sociólogo Richard Sennet, si esta última es una sonrisa, la primera es un abrazo.

We are conditioned to label people, but each individual is a combination of qualities, flaws, abilities, personality, life experiences, and, essentially, is intersectional. True diversity might be achieved considering intersectionality, which is the interaction between different factors that define an individual. This must consider the intersection of age, gender, ethnicity, languages, income, education and so on. It has been said the expression Diversity and Inclusion might be updated to Diversity, Security and Autonomy. This would reflect the focus on ensuring the security and the opportunities for all individuals.

When you work with diverse people, you should be able to be open-minded and adaptable. The world changes so fast and understanding and respecting everyone’s point of view is key to being successful. Working collaboratively now is a must, and it’s an ability that we develop by listening and learning from other people.

Es esencial reconocer que nunca podremos conocerlo todo. Hay aspectos que solo aprenderemos al escuchar y alzar las voces de quienes poseen la experiencia y conocimientos a través de sus vivencias y estudios. Por ejemplo, como mujer cis bisexual especializada en diversidad LGBTIQ+, siempre tengo presente que, aunque pueda comprender la problemática de las personas trans de manera teórica y desde una perspectiva empática, eso no me convierte en una "experta" en ese tema en particular. Las personas trans son y siempre serán las verdaderas expertas. Por eso, la colaboración y saber cuándo dar un paso atrás es vital para incorporar la interseccionalidad en el trabajo de impacto social.

Addressing intersectionality within a team requires a proactive and open-minded approach, especially given that we might not always be fully aware of our own biases. To manage this, we should expect the unexpected and be prepared for the emergence of conflicting ideas and differing perspectives. When such situations arise, it’s important to differentiate whether the conflict is based on solid evidence or mere assumptions. If a contradiction is evidence-based, it should be addressed through factual discussion and data analysis. If the conflict stems from assumptions or biases, it calls for a different approach. This might include self-reflection, awareness training, or open dialogues to explore and understand the underlying biases.

My work involves promoting digital accessibility, enabling everyone to navigate seamlessly and with equity. Even though I'm not a person with disability, my focus is to ensure inclusion for all. I acknowledge my privileges and use them as a stepping stone for those who do not have the same opportunities. My personal and professional success depends on the rise of all, and the first step is to have empathy and active listening.

La interseccionalidad no solo implica reconocer la diversidad y la complejidad de las identidades sociales, sino también cuestionar y transformar las estructuras y las prácticas que las oprimen y las marginan. Para hacer un trabajo de Impacto Social efectivo y ético, debemos adoptar una perspectiva interseccional que nos permita identificar y abordar las necesidades, los desafíos y las oportunidades de las personas que se encuentran en las intersecciones de múltiples formas de discriminación y opresión. También debemos ser conscientes y críticos de nuestro propio rol y responsabilidad en la construcción de una sociedad más justa e inclusiva.

Lo que nadie quiere decir es que para este objetivo es primordial… ?No ofenderse! Muchas personas se ponen a la defensiva cuando se les se?ala sus privilegios. Es una actitud inadecuada que se presenta de muchas formas y, hasta cierto punto, casi cualquier persona puede sentirse atacada y actuar así en cuanto alguien más le se?ala su falta de apoyo a una determinada comunidad. La inclusión es una bonita palabra, pero no se dará si no se abordan las conversaciones incómodas y se disminuye el ego, para escuchar y comprender realidades ajenas a nuestra experiencia directa. Si entendemos este principio, la implicación de reconocer nuestra ignorancia y nuestro error, ya tenemos casi todo ganado. Disponerse a escuchar al otre implica esto.

Make sure your initiatives promote inclusion and equity. Regularly evaluate the impact of your programs or actions, and adapt your strategies accordingly to achieve more effective results.

La interseccionalidad también implica adoptar una perspectiva crítica y reflexiva sobre nuestro propio trabajo de Impacto Social, y reconocer que no somos neutrales ni objetivos, sino que estamos influidos por nuestros propios sesgos, privilegios y experiencias. Por lo tanto, debemos estar dispuestos a aprender, cambiar y mejorar constantemente, y a colaborar con otras personas y organizaciones que comparten nuestra visión y valores. Para intentar un trabajo colaborativo como lo es el cambio social y cultural, es necesario hacer un trabajo de revisión crítica sobre tu propio ser.

Intersectionality is the idea that people have more than a single identity, so they will be faced with multiple challenges. As social impact leaders, we must therefore ensure to invite as many stakeholders as is reasonably possible to contribute to the development of our social impact initiatives. This helps to ensure that our solutions are inclusive and that they address the contextual needs of the communities we serve.

Collaboration is essential in any workspace because it represents diversity of people, that is, a diversity of opinions, knowledge, experiences and more. Working with other actors will undoubtedly enhance our points of improvement and will allow us to learn from the strengths of others, all in order to jointly contribute to our objectives. From my experience, at Progreso we have built alliances with different audiences in various areas that positively impact the lives of all our stakeholders, from community development and leadership projects to initiatives related to citizen well-being and environmental care programs.

Make sure you have diverse voices at the table and proactively discuss at the outset what other teams, organizations etc you could partner with. This reduces the risk of reinventing the wheel and can amplify the impact. It also helps avoid inadvertently harming another group

Learning expeditions and sharing best practices are effective ways to gain a broad overview of the best methods. This allows for inspiration and challenges while becoming aware of what is done well and the milestones to achieve. It's a suggestive approach carried out in a benevolent manner.

Self-care and solidarity involve enabling people to see the submerged part of the iceberg. That means visiting associations that help individuals facing discrimination. Understanding the inner workings allows for impacting people in their daily lives.

Black feminist thinkers have written extensively about self-care (which is about more than bubble baths) and solidarity through an intersectional lens. Here are some good places to start: "A Burst of Light and Other Essays" —Audre Lorde "Sister Outsider" —Audre Lorde "Rest is Resistance: A Manifesto" —Tricia Hersey "Sisters of the Yam: Black Women and Self-Recovery" —Bell Hooks

It is important to understand that intersectionality presents unique challenges for each person. For example, a disabled person faces specific challenges. Also, a black women faces specific challenges. We cannot help a black woman living with a disability by defining her as "a black woman with a disability", and addressing her challenges as a sum of these 2 identities. A better solution would be to invite this disabled black woman to the table, and have her speak about how this intersection presents her with "unique" challenges. This way, intersectionality is addressed uniquely, and inclusivity is ensured.

Be aware of how much we can favour data as a way to blameshift or provide a cognitive ease away from something that's simply... complex. Sometimes its easier to make something quantifiable by using stereotypes, categories or pre-existing definitions, and the reality is - the world and people are both complex and complicated. I think this is where the social impact sector can get super creative. It's an opportunity to allay any fears around not having data but that we can make informed decisions by other means.

Take the time to learn what intersectionality is. Kimberlé Crenshaw's writing is an ideal place to start. Systems of domination (e.g., white supremacy, cisheteropatriarchy, ableism) privilege dominant populations’ (i.e., white, higher-income, cisgender male, non-disabled individuals born in the U.S.) access to the resources/conditions necessary to support their health and wellbeing at others’ expense. Intersectional theory emphasizes that these systems of domination are not “mutually exclusive categories of experience and analysis[,]” but rather mutually reinforcing (Crenshaw). We must center the experiences, concerns, and vision of people who experience systemic discrimination at the intersections of multiple oppressed identities.

From my point of view, it's about finding common ground among people leading vastly different lives. For instance, commonalities amidst differences in religious practices could involve food, rituals, or celebrations related to the deceased. It's the best thing you can do to bring people together, to show them how they are similar and different simultaneously. It's impactful and memorable, a fantastic experience.

Use your privilege and your role in the organization to elevate voices that have historically been silenced. Identify if they never or rarely make comments in a work meeting so that you can create opportunities for them to provide inputs. Sometimes a rotation of participation through a game can help. Design strategies so that their stories are known to everyone, but ensure that they use their own voice to tell their own stories and never speak for them unless they ask you to or it is to report harassment or discrimination.