How do you address intersectionality in your DEI strategies and interventions, ensuring that dimensions of diversity are considered?

Let's start with a definition so we are all tracking!

Intersectionality refers to the interconnected nature of social categories such as race, gender, sexual orientation, socioeconomic status, and more; these merging points create unique experiences of discrimination and privilege for individuals belonging to multiple marginalized groups.

Data Collection and Intelligence

Collect demographic data on your workforce, focusing on various dimensions of diversity such as race, gender, age, disability, sexual orientation, and more. Analyze this data to identify areas where intersectional disparities exist.

Inclusive Policies. Career.Recruiting.

Please review and adapt your organization's policies to ensure they consider individuals' experiences with intersecting identities. It be parental policies, disability, or how we look at succession planning, promotions, and career journeys. A narrow perspective dominates decision-making. Career Development: Implement mentoring and sponsorship programs that support employees with intersecting identities, helping them navigate the challenges they may face in their career progression. Reevaluate your recruitment strategies to attract candidates with diverse intersecting identities. Ensure that your hiring processes are inclusive and free from bias.

Listening. Feedback.

Create spaces for employees to share their experiences and feedback anonymously. This can help uncover intersectional challenges that might take time to be apparent and provide insights into potential solutions. Involve the ERG/BRGs in your organization. These groups can provide a safe space for employees to discuss their experiences, share resources, and collaborate on initiatives that address their unique needs.

Education. Awareness. Intersectional Training. Resources.

Start by educating leadership, managers, and employees about what intersectionality is and why it matters. Provide training highlighting the experiences of individuals with multiple marginalized identities and how those experiences differ from those with single identities. Allocate resources, such as funding for training and development opportunities, to support underrepresented groups with intersecting identities. This can help address the unique barriers they face. Design for the margins, those most in need; however, do not exclude any group, especially those considered from the social majority.

Evaluate. Evaluate. Evaluate. Retool. Evaluate.

Regularly assess your DEI programs' impact to identify improvement areas. You can use feedback loops to adapt your strategies based on the changing needs of your workforce.

Remember, addressing intersectionality requires a holistic and ongoing effort. It's not just about checking boxes; it's about creating an inclusive environment where all individuals can thrive, regardless of their multiple identities.

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