Building our intersectional awareness

Our identities are shaped by multiple intersecting factors that influence our opportunities, interactions, and experiences. Intersectional awareness means recognising that no single aspect—such as skin colour, gender, socioeconomic background, religion, education, or sexual orientation—defines us entirely. Instead, our experiences are a complex blend of these facets, intersecting in ways that can intensify or mitigate privilege and discrimination.

Being intersectionally aware goes beyond passive understanding; it’s a perspective that shapes how we view the world, guiding our choices, norms, actions, and relationships. By cultivating intersectional awareness, we commit to seeing a fuller, more nuanced picture, working to create inclusive spaces, policies, and relationships that honour all aspects of our identities.

Pioneers like Kimberlé Crenshaw and Gloria Wekker show us the importance of recognising our roles within larger structures of privilege and discrimination, urging us to think critically about how we influence—and are influenced by—these dynamics. Yet applying intersectionality within organisations, and at scale, requires more than conceptual insight; it calls for continuous learning, translating theory into systemic change, and a commitment to challenging established structures.

In the following sections, we’ll explore tools, insights, and actions you can use to adopt an intersectional lens in daily life, at work, and within your community.

Foundational theories in intersectionality

Kimberlé Crenshaw introduced intersectionality as a framework in the 1980s to explain how Black women’s experiences with both racism and sexism are distinct from those of Black men or white women. Crenshaw argued that analysing social categories in isolation cannot capture the complexity of individuals’ experiences and often marginalises those at the intersections of multiple identities.

Crenshaw's work is groundbreaking for giving us a precise term and framework to analyse the overlapping systems of oppression that individuals face, particularly at the intersections of race, gender, and other identities. She is therefore the most cited. However, the intellectual and activist groundwork was laid by many Black feminists before her. Intersectionality, in essence, is a dynamic and collective body of thought.

Here’s a broader context for the genealogy of intersectional thought:

Black feminist foundations

1. Maria Stewart (1803–1879): Maria Stewart is often considered the first American woman to speak publicly on political issues to mixed-gender audiences. Her speeches and writings in the 1830s highlighted the intertwined oppressions of racism and sexism. She urged Black women to advocate for their rights, critique societal structures, and pursue education as a means of empowerment.
2. Sojourner Truth (1797–1883): A formerly enslaved abolitionist and women's rights activist, Truth's famous 1851 speech "Ain't I a Woman?" directly challenged the exclusion of Black women from dominant feminist discourses. She underscored the dual oppressions she faced as both a Black person and a woman, setting a precedent for thinking about interconnected oppressions.
3. Frances Ellen Watkins Harper (1825–1911): Harper, a poet, novelist, and abolitionist, delivered speeches and wrote extensively about the intersections of race, class, and gender. Her 1866 speech at the National Women’s Rights Convention addressed how white women’s suffrage movements often excluded Black women’s struggles.
4. Ida B. Wells-Barnett (1862–1931): Wells-Barnett’s anti-lynching campaigns and journalistic activism explicitly connected systemic racism, gendered violence, and class inequalities. Her work demonstrated an early praxis of addressing multiple, interlocking systems of oppression.
5. Claudia Jones (1915–1964): Jones was a Marxist feminist who wrote about the "triple oppression" faced by Black women—race, gender, and class. Her analysis, rooted in activism, foreshadowed the language of intersectionality and informed later feminist theories.
6. Combahee River Collective (1974–1980): This group of Black lesbian feminists articulated a framework for understanding interlocking oppressions in their Combahee River Collective Statement. They emphasised how mainstream feminist movements often ignored issues of race and class, and how anti-racist movements sidelined women’s issues. Their work is a cornerstone of intersectional thought.
7. Audre Lorde (1934–1992): Lorde’s writings, such as Sister Outsider (1984), addressed the multiplicity of identities and oppressions. Her insistence on recognising differences—such as race, sexuality, and class—within feminist movements parallels the concerns of intersectionality.
8. Bell Hooks (1952–2021): While Hooks didn’t use the term intersectionality, her work consistently highlighted the interplay of race, gender, and class in shaping experiences of oppression and resistance.
9. Gloria Wekker(1950-present): Gloria Wekker’s work, particularly in White Innocence: Paradoxes of Colonialism and Race, brought intersectionality to the Dutch context, addressing how colonial history, race, and gender interact in modern-day Dutch society. Wekker emphasises that addressing racism and other forms of exclusion requires acknowledging not only individual identities but also structural and historical factors.

Why this insight matters:

• Recognising the historical roots of intersectionality helps situate it as part of a continuum of Black feminist praxis, showing how theory and activism are interlinked.
• Highlighting these earlier figures reminds us that intersectionality is not just an academic framework but a lived, historical struggle for justice.

Practical tools for building intersectional awareness

Intersectional awareness can be practised through self-reflection, active listening, and integrating this awareness into decision-making and everyday interactions. As we are quite used to looking with duality at heart, building this awareness takes continuous effort and awareness.

1. Reflect on your own identities and biases

Intersectional awareness begins with self-awareness. Reflect on the different dimensions of your identity, considering how they may afford privilege or present challenges. Ask yourself:

• Your identity characteristics: How do your age, gender, sexual orientation, socioeconomic status, and other factors intersect? Which aspects of your identity afford you privilege, and which make you vulnerable to discrimination?
• Your position of influence: Consider where you have a voice or decision-making power—in your family, workplace, or community. How might your background affect your understanding of others, and how could you use your role as an ally?
• The ecosystem you find yourself in: Look at what biases are normalised in your community or region (you will find an exercise to help you do so at the end of this article). How does that influence your perspective of self and others?

Intersectionality invites us to recognise that our experiences are not merely the sum of individual characteristics but the result of how society treats these intersecting aspects of our identity. Similarly, Wekker’s concept of “white innocence” challenges those in dominant positions to confront and unlearn social privileges based on the social concept of race and colonial histories. Reflecting on these ideas in your own life is the first step to building awareness and fostering change.

2. Listen actively and learn to shift perspectives

Listening actively is a powerful way to build intersectional awareness and demonstrate respect for others’ unique experiences. In conversations, try to set aside assumptions and create space for perspectives that may be unfamiliar. Ask yourself: Are you engaging with a genuine intent to understand?

Reflect further: Are you open to new perspectives and insights, or willing to be changed by what you hear? Polarisation often stems from the urge to prove our viewpoint as the truth. Yet conversation is more than an exchange; it nourishes connection and growth. Each interaction allows you to use this tool to bridge divides or deepen understanding.

When speaking with colleagues, friends, or community members, listen to understand how their intersecting identities shape their experiences. This approach aligns with Gloria Wekker’s insights on the importance of recognising lived experiences to challenge dominant societal narratives and privilege structures.

Practice active listening by focusing fully on the other person instead of planning your response. Reflect to confirm your understanding and ask open-ended questions that encourage others to share their perspectives. Questions like, “How has your experience been shaped by your background?” or “What challenges do you face that I might not see?” invite deeper sharing and a broader understanding.

3. Use an intersectional approach in decision-making

You don’t have to be a policy-maker to make decisions with an intersectional mindset. In everyday choices—whether organising a meeting, planning an event, or choosing a product—consider who will be impacted and how their different identity aspects might shape that experience. Intersectional thinking involves questioning assumptions and acknowledging that decisions affect people differently based on who they are and where they’re coming from.

In professional settings, the Intersectionality-Based Policy Analysis (IBPA) Framework can guide decisions by helping you ask specific questions, such as:

• “Who benefits from this decision, and who might be excluded?”
• “What structural or historical factors might shape how different groups experience this?”

For instance, if you’re organising a team-building event, consider the needs of employees with disabilities, varying work schedules, or religious practices. An intersectional lens allows you to make more inclusive decisions that don’t inadvertently exclude people.

• Before making a decision, pause to ask yourself who might be impacted and if there are ways to include more diverse perspectives.
• Create inclusive spaces by considering physical accessibility, dietary needs, timing, sensory elements and other factors that reflect the diversity of the group you’re engaging with.
• Give others a voice! This is often translated by: Nothing about us, without us. It means it is always valuable to consult people from underrepresented and underserved groups to see what they need and appreciate.

4. Diversify your knowledge sources

Building intersectional awareness also means seeking out knowledge that expands your view of the world. While your experiences shape your outlook, broadening your understanding of different perspectives helps cultivate empathy and inclusivity. Reading widely—especially works by authors from underrepresented groups—can deepen your understanding of the issues others face.

In White Innocence, Wekker illustrates how dominant groups can unwittingly maintain inequality by remaining unaware of others’ experiences. To avoid this, consciously diversify your sources of information. Books by Patricia Hill Collins and Audre Lorde, explore how skin colour, gender, and class shape experiences, shedding light on perspectives often overlooked by mainstream narratives.

Intersectional awareness in learning means integrating diverse authors, historical perspectives, and examples that reflect the experiences of different ethnic, gender, and socioeconomic backgrounds. This could also include attending diversity and inclusion workshops or connecting with people who have different perspectives on a variety of topics. Continuous learning is part of the intersectional lens.

5. We are the co-creators of every space we are part of

Inclusivity means creating environments where everyone feels valued. As an active participant in various groups, you have the power to influence these spaces. Consider your role in fostering inclusive practices in workplaces, classrooms, or even family gatherings. It’s essential to support diverse voices and ensure that people feel comfortable expressing themselves without fear of judgment.

Inclusion isn’t just about inviting diverse perspectives; it’s about ensuring those perspectives have genuine influence. Representation across all levels helps bring intersectional awareness to decision-making. When voices from underserved and underrepresented groups are present in leadership roles, policies are more likely to reflect the needs of all members of the ecosystem.

6. Advocate for intersectional data collection

Research projects in an organisational context still consider demographics in isolation often—skin colour, gender, age—without fully addressing how these identity aspects intersect to create unique experiences and needs. ?Accurate data collection that reflects diverse identity aspects enables organisations to identify and address inequities effectively. Without data on intersecting identities (e.g., gender, ethnicity, disability), the unique challenges of underserved and underrepresented groups remain hidden. Advocating for intersectional data collection helps ensure that policies and interventions are grounded in the realities of those most affected by inequality.

How could intersectional awareness look in practice at work?

To truly understand intersectional awareness, it helps to look at real-world examples where intersecting identity aspects shape people’s experiences differently than if they held just one of those identity aspects alone. Here are two examples that illustrate how intersectionality operates in everyday life:

Example 1: Intersectionality in the office

Imagine a workplace diversity initiative designed to support gender equity by promoting more women into leadership positions. At first glance, this policy seems inclusive. However, without an intersectional lens, it can unintentionally overlook certain groups. For instance, Black women or women from lower socioeconomic backgrounds may face unique challenges that differ from those faced by their white counterparts. These could include barriers related to both gender and skin colour, such as bias in hiring or lack of networks that typically help individuals progress in their careers.

A company using an intersectional approach would recognise these layered challenges and adjust its policy to address them directly. This might mean providing mentorship programmes that pair women of colour with influential senior leaders or creating pathways that acknowledge and aim to reduce barriers specific to skin colour and socioeconomic background. This way, the initiative addresses gender equity in a way that includes all women, not just a singular, idealised group.

Example 2: Intersectionality in healthcare

Consider a transgender woman of colour who seeks healthcare. She may face discrimination based on both her gender identity and skin colour, which could impact the quality of care she receives. Studies have shown that transgender individuals often experience bias in medical settings, and people of colour also report disparities in healthcare access and treatment quality. For this individual, these intersecting identity aspects can create a compounded experience of discrimination, potentially leading to delayed or even denied care.

An intersectionally aware healthcare provider would acknowledge and proactively address these intersecting identity aspects. This might involve offering specialised training to ensure staff are aware of the unique challenges faced by transgender individuals of colour and creating protocols that specifically aim to reduce bias in patient care. By recognising and addressing the overlapping factors of skin colour and gender identity, healthcare providers can ensure a safer, more equitable experience for all patients.

In short

Developing intersectional awareness requires active participation. By recognising your position in the world and how it influences your relationships, decisions, and worldview, you can contribute to creating more inclusive environments. Intersectional awareness is not just about understanding others’ challenges but about acting in ways that support equity and inclusion.

By practising self-reflection, listening empathetically, applying an intersectional lens to decisions, and continuously learning, you not only expand your perspective but also create ripples of positive change in your communities and workplaces. Becoming an active advocate for intersectionality enables you to make a difference in people’s lives, creating spaces where everyone can feel seen, heard, and valued.

An exercise: Looking at bias ?

For one week, keep a journal to note instances where you observe bias—whether in conversations, media, work policies, or social interactions. This exercise helps make biases visible in your everyday life and challenges you to think critically about them.

If this is?a bit of a stretch, simply focus on one element, the media often shows these normalised biases more clearly. Look at commercials, how people talk about identities in talk shows, the way articles are written or what you come across on social media platforms.

Further instructions:

• Carry a small notebook with you or use a notes app on your phone. Each day, note any instances of bias or assumptions you observe.
• For each instance, reflect on these questions:
• What specific identities (skin colour, gender, ability, etc.) are affected by this bias?
• How might this bias influence people’s opportunities or treatment in this setting?
• If the bias is a recurring one, how has it become normalised, and how do people (including yourself) respond to it?
• Can you think of moments when you might have unconsciously accepted, participated in, or challenged these biases?
• How do you think these images/narratives that you’ve witnessed, influence new generations? ?