Identity: The Second Building Block of Diversity, Equity, and Inclusion

As organizational leaders, working professionals, and members of a multicultural, multigenerational world, there is a growing discussion on the role and importance of diversity, equity, and inclusion, as well "as the “why” behind it all.??

But what do these terms even mean, and what does this work entail? What are the foundational building blocks to understanding, navigating, and leading DEI in our workplaces and communities???

Embarking on a journey to become an inclusive individual or leader can begin by approaching the work of diversity, equity, and inclusion through six core elements of DEI, or what Raven Solomon Enterprises calls “The Six Building Blocks of DEI."

The second building block of DEI is identity.

Identity is the core of who we are and how we experience the world.

Understanding and acknowledging diverse identities is essential for fostering an inclusive environment.??

By recognizing the multifaceted nature of identity—including race, gender, sexuality, ability, and more—we can create spaces where everyone feels seen, valued, and respected.

This awareness helps answer the question: “who are we in the context of DEI?”?

When completing annual tax forms and other standard paperwork, we must check a box that denotes our marital status. The options are "single," "married," "widowed," or "head of household." ? ?

Each of these terms is an identifier, or an identity, that describes the relationship that best reflects our status with that classification or grouping.

As Kimberlé Crenshaw , the legal activist and scholar, once said:

“Identities are not just a relationship to self, but a relationship to history and the world around us (Crenshaw)."?

Identities serve as dimensions of diversity.

It's important to understand that the culmination of our identities impacts how we experience the world and engage in our workplaces and communities.

It also affects how others engage with us. We experience the world differently based on race, ethnicity, gender identity, sexuality, ability, socioeconomic status, and other identifiers. ?

An identity-conscious or identity-centered approach to allyship, inclusion, and leadership can inform how we respond to and embrace differences.

Identity consciousness is about sensitivity and acknowledgment of difference and bias, cognizance of how we engage in counterintuitive systems to our comfort, and understanding of how this comfort, or lack thereof, shapes and frames cultures and spaces.???

In addition to an identity-conscious approach to DEI, we can ensure that this work is intersectional. ?

Originally theorized by legal scholar and activist Professor Kimberlé Crenshaw, intersectionality first emerged as a framework for comprehending the lived experiences of Black women, particularly their struggles to navigate systemic oppression.? ?

Crenshaw states that intersectionality is “a lens through which you can see where power comes and collides, where it interlocks and intersects.”??

Let’s explore what this means together.

Crenshaw says that intersectionality is: ??

"A lens through which you can see."

The framework of intersectionality provides a perspective or way of looking at the world. It offers a framework for individuals to analyze and understand various social issues. ?

Crenshaw continues: intersectionality is a lens through which we can see:

"Where power comes and collides."

In this sense, intersectionality helps to uncover how power operates in society. It allows us to examine how power dynamics intersect and clash within different social structures, such as race, gender, class, sexuality, etc.??

Crenshaw’s message concludes with the dynamic phrase that intersectionality shows us:

"Where power interlocks and intersects."

Intersectionality highlights the interconnected nature of social identities and systems of oppression.

It shows how different forms of discrimination (e.g., racism, sexism, homophobia, xenophobia) intersect and reinforce each other, which creates unique experiences of oppression for individuals who hol;d multiple marginalized identities.??

When we approach diversity, equity, and inclusion through an identity-centered and intersectional lens, we can begin to celebrate differences and bridge gaps while dismantling inequities.

Our communities and organizations are stronger when we celebrate differences and ensure that differences are both leveraged and accounted for.??

Understanding The Six Building Blocks of Diversity, Equity, and Inclusion allows us to reimagine the roles we can all play in achieving positive social change.??

In the coming weeks, we'll begin to explore the remaining pilalrs of "The Six Building Blocks of Diversity, Equity, and Inclusion."

The third building block of DEI is acknowledging and understanding bias.

Understanding and acknowledging bias is essential for fostering equity, inclusivity, and rational decision-making in both personal and societal contexts.

Stay tuned, and always remember: keep learning!?

Check out the other articles in this series below:

• Introducing "The Six Building Blocks of Diversity, Equity, and Inclusion
• Language: The First Building Block of Diversity, Equity, and Inclusion

Raven Solomon Enterprises is a Diversity, Equity, and Inclusion education and consulting firm that aims to help organizations integrate DEI through exploration, motivation, and activation. Through a myriad of services (including Keynote Speaking, DEI Learning and Development, Strategic Advisory, and Leadership Coaching), RSE helps organizations make spaces more inclusive.