Intersectionality: Complex but Critical to Your Company’s DEI Work
Ronald L. Copeland, MD, FACS
Equity, Inclusion & Diversity Strategist ? Innovative Physician Executive ? Visionary Leader
I was recently asked to weigh in on what aspects of identity are most often ignored by companies as they evolve their DE&I strategies. I shared my viewpoint in a short response, but I want to expand on this important topic and share my entire perspective more broadly with all of you.
The intersectionality of a person’s identity is very complex and often overlooked in the current approach to DE&I. Some aspects that are often ignored include sexual orientation, socioeconomic status, different abilities and lived experience. All these important layers intersect to make up the various unique characteristics of a person.??
The first step in developing a truly inclusive workplace is understanding how intersectionality affects employees inside your organization. When employers and corporations support employee authenticity (acknowledging the complexity of a person’s identity, including lived experiences), it allows employees to free up their energy and focus on the work. Employees aren’t worried about covering their multifaceted identities, which means they may be more satisfied with their jobs and possibly more productive.
Intersectionality can be challenging for companies. My advice is to appreciate the differences and leverage the diversity of thought and perspectives for innovation. Start with cultural awareness and humility. Look inward at your organizational culture – focus on equity, inclusion, becoming psychologically safe and open, and having a speak-up culture.?
At Kaiser Permanente we have a laser focus on equity and belonging. We strive to foster a fair and inclusive environment that enables people to excel, contribute their ideas and perspectives, and feel they belong. Our strategy to reduce the impact of bias involves immediate action to alleviate any suffering, using tools for behavior modification, and ongoing reviews of our policies and practices. For us, equity is a long-term, foundational commitment in our enterprise strategy. This ensures that our actions are planned and executed with equity as a primary objective.
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I also suggest using the power of storytelling, actively listening, and practicing inclusive leadership. Inclusive leadership means leading outward (ensure team members are treated fairly and able to flourish) and leading inward (self-reflection and personal actions). The three inclusive attributes that really resonate with me are:
I hope this perspective is useful to you in your work. I’d love to hear from you all in the comments about what aspect of identity you feel is most often ignored in the current approach to diversity, equity and inclusion. Thanks for reading!
C-Suite Executive Consultant/Advisor and Strategist helping leaders succeed and perform to specific measures. Ask about my success with new CEOs, innovative strategies, and operational efficiencies for real results.
2 年Lived experience is often overlooked. Everyone has a story of how they got here. Some paths are smoother than others but still makes us who we are and should be understood or listened to whenever possible.
I Help Employers Develop Sustainable Workplace Cultures of Belonging with Learning Solutions, Retention Strategies, Workshops, Keynotes, Top Emerging DEI Firm ManageHR
2 年Thank?you for sharing your insights and sound advice. Spot on as always Dr. Ronald L. Copeland, MD, FACS. I agree and believe?all three attributes are needed...It's a very personal level of motivation and based on your own unique experiences (which have limits of course), that can be expanded when you seek the experiences?of others who are different and offer different perspectives.?? ??? It's about having the. ??Humility to see things as they REALLY are (with more cultural context) ??Courage to do something about it and? ??Curiosity?to work together to discover a better way Intersectionality & storytelling elevates all voices, in a?safe space, to create?and innovate for better outcomes. Inclusive leaders are catalysts who balance both humility and courage and ultimately empower others with curiosity that inspires action and superior results. It may take longer...but remember, in your prior article you highlighted the African Proverb... ?"If you want to go fast, go alone. If you want to go far, go together." #inclusiveleadership #intersectionality #power #privilege Inclusive Leaders Group #culturalawareness #diversity #equity #inclusion #inclusiveleadersgroup
The work "authentic" means different things to different people, Dr Ronald L. Copeland, MD, FACS. It's really important for employers to explain that the focus of our work should be to address the needs of the people we serve and not make our #preferences, #lifestyles, and #selfexpression the driving force of why we come to work. The arts is a more appropriate #industry, #forum, and #outlet if #selfexpression is a priority. While I agree that each of us should feel comfortable to be who we are, I'm not sure it's clear to employees what that really means in the context of working for an integrated healthcare organization. Maybe some thought can be put into clarifying that in a more digestible way ?? .
Project Manager at Bio-Rad Laboratories
2 年Beautifully said Dr. Copeland.
Retired CEO and Plastic Surgeon - Permanente Federation, Father, Grandfather, Flyfisherman, Skier, Executive Advisor, Investor, Philanthropist
2 年Inspiring, Ron. Thanks for your leadership !!