Intersectionality and Leadership

It is no longer enough to simply pay lip service to diversity, equity, and inclusion (DEI) initiatives. Rather, it is essential we leaders, not only DEI leaders, understand, can navigate the complexities of DEI, and become active allies. Let's consider intersectionality, a term that was introduced by?Kimberlé?Crenshaw, a pioneering scholar of civil rights and critical race theory, in 1989. Intersectionality looks at the multiple identities and experiences of individuals and communities and how those identities interact and shape how people are treated.

Through intersectionality, we can recognize that people’s experiences of racism and privilege differ depending on their social identities. Some examples of social identities are race, disability, gender, sexual orientation, age, and socioeconomic status. Individuals do not experience power, privilege, marginalization, or oppression in isolation, but rather as a result of the interconnected nature of their identities and experiences.

For me, leading DEI as a person with varying intersectionalities requires a deep understanding of the nuances of systemic oppression and the ability to navigate the unique challenges that come with being part of multiple marginalized groups. Here are some key considerations as a person leading DEI with varying intersectionalities:

• Acknowledging my privilege and marginalization. As a leader with varying intersectionalities, it is important to acknowledge my privilege and marginalization. I am a black woman who is also able-bodied and has more than one degree. As a result, I experience privilege in certain situations that a Black woman with a disability or without a degree may not. Understanding my position helps me recognize my blind spots and helps me not inadvertently perpetuate systemic oppression.
• Building coalitions and fostering Allies. Leading DEI as a person with varying intersectionalities can be challenging, but it is important that I remember that I am not alone. Building coalitions of allies helps create a more inclusive workplace and community.
• Prioritizing listening and learning. It is sometimes tempting to assume that I know everything there is to know about DEI as a person with varying intersectionalities. However, I must continue to approach DEI with a growth mindset and prioritize listening and learning; seeking out perspectives that are different from my own, and being open to feedback and constructive criticism.
• Taking action. Leading DEI as a person with varying intersectionalities requires more than just talk. It requires action. Identifying tangible steps that I can take to advance DEI initiatives within my company and extended network. This includes supporting the development of training programs, creating affinity and resource groups, and advocating for policy changes.
• Practicing self-care. Leading DEI as a person with varying intersectionalities is emotionally taxing. I and other practitioners must practice self-care and prioritize our well-being. This includes taking time off, seeking therapy, or engaging in other forms of self-care that help us recharge and stay motivated.

Leading DEI as a person with varying intersectionalities requires a deep understanding of systemic oppression, a commitment to learning and growth, and a willingness to take action. And, as an Ally, you too should commit to self-directed learning and growth, as well as the applicable key considerations above. We all play a part to help create a more inclusive workplace and community that values and celebrates diversity in all its forms.