Why leaders should harness the superpower of intersectionality?

The world is undeniably complex.?With some sectors not being able to hire fast enough, and others contracting rapidly, the complexities surrounding us do not seem to be easing up.

Adding to these complexities are our identities.?The way we navigate the world is largely driven by our identity – and it impacts the way we are seen, and how we ‘show-up’ in different contexts.?

Being one of the most common ‘contexts’, the workplace can be particularly challenging for individuals with ‘minority’ identities.?But what about individuals who belong to?multiple?minority identities??This is intersectionality.??

Intersectionality

Although you may think intersectionality is a new-age term, it was first coined in 1989 by black feminist?Kimberlé Crenshaw. ?Crenshaw expressed the exclusion she experienced in both feminist and anti-racist movements, and thus the term intersectionality was born.

In simple terms, intersectionality describes the way in which social categories, like race, gender, and sexuality, overlap and intersect.?This ‘overlapping’ creates a unique lived experience of power and privilege.?Some of the social categories we belong to may grant us privileges, whereas other categories may mean we become subject to discrimination.

For instance, while a white woman may experience sexism, a black gay woman may experience sexism, racism, and homophobia.?

Intersectionality is often visualised as a Venn diagram to powerfully demonstrate the overlapping of the different social categories we align ourselves to.?This overlapping has a combined impact on our experience.

As intersectionality is such a personal topic pertaining to individual identity, I asked some of our people here at EY Lane4 to share what intersectionality means to them:

The Superpower of Intersectionality – Why you should be considering intersectionality as a leader?

Now we understand what intersectionality is, why does it matter in the world of work??And why should leaders care about it?

As previously mentioned, the way we identify has a critical impact on our experiences, and how we ‘show-up’.?The layers that build our identity influence the journey we take in life, and the lived experiences bestowed unto us – some positive, and some negative.?The same can be said for the journey we take at work, including how comfortable we feel in the workplace, and the opportunities we access and pursue.?

I believe intersectionality is a superpower and should be embraced and celebrated.? Nonetheless, it is still pivotal to acknowledge the hardships it can pose for those from minority intersectional identities.??Here are five reasons why leaders that care about the environment they create should be embracing intersectionality as a superpower:

1.???Embracing intersectionality boosts employee wellbeing:

Research shows a diverse and inclusive workplace?boosts employee wellbeing , decreasing feelings of stress.?Individuals who foster an inclusive mindset are also more likely to score higher on wellbeing scales themselves.?When employees feel better in themselves,?they can be more productive , further stimulating organisational development.?Therefore, embracing intersectionality means employees can feel valued and included in all the layers of their identity, bolstering their wellbeing and productivity, while enhancing the superpower of their intersectional identities.

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2.???Embracing intersectionality raises fairness and discrimination awareness:

Discrimination does not happen in 2D, and it is not ‘black and white’, with our different identities intersecting to synthesise different lived experiences.?Acknowledging this complexity as a leader means you can tailor help to meet the unique needs of employees, which can also guide the way you engage with your employees.?Thus, tuning into the superpowers of intersectionality, but also the challenges it poses, stimulates a multidimensional outlook on fairness and discrimination in the workplace.?This in turn allows you as a leader to address the?Equality Act 2010 ?from all angles.

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3.???Embracing intersectionality builds your employer brand:

Having a deep understanding of intersectionality, and this insight being reflected in organisation policies and actions, can elevate your employer brand and?employee value proposition .?This is especially important for the next generation of the workforce.?My colleague @Liz Campbell explored this in a?recent article , finding Gen Z and Millennial employees want to work for organisations where they feel they belong.?This hits home the importance of having DE&I initiatives at the heart of your organisational culture, and especially those with a fine-tuned focus on intersectionality.

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4.???Embracing intersectionality is forward-thinking

Although intersectionality as a concept has been around for some time, it is only just starting to gain traction in organisational settings.?Thus, embracing intersectionality as a leader demonstrates a?forward-thinking organisational approach .?As a leader, having an intricate view on intersectional identities means you can unpick where current DE&I policies are falling short, and spearhead more nuanced DE&I initiatives as we accelerate into the future.

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5.???Embracing intersectionality drives innovation:

Intersectional individuals who belong to multiple minority groups have an intrinsic and unique superpower in themselves, that being their ability to drive?creativity and innovation .?Intersectional individuals may have converging yet balanced perspectives,?synthesising ambitious but attainable ideas.? ?In addition, these individuals can connect with a wider variety of people by virtue of the converging layers of their identity.?This demonstrates how intersectional individuals can cut through a range of complexities in the workplace, mirroring the way they cut through navigating their complex identities.

Challenging Questions – The Three Rs

1.???Reflect?– What privileges and power do you hold? How might it have served you – whether consciously or unconsciously?

It is critical to reflect on the privileges you have, and the power this grants you.?Use?this visual ?to unpack your identity.?Consider how your identity may have helped or hindered you in your career journey, and how it has shaped you as a leader today.?Perhaps your identity has been a source of discomfort at work, or maybe has impacted the colleagues you gravitate towards.

2.???Reframe?– What’s important for you as an individual??As a team??As an organisation?

Ask yourself why empowering intersectional voices and advancing DE&I at your organisation is important to you as a leader.?Perhaps you align to multiple minority identities yourself, so have first-hand experience of the importance of inclusion at work.?Or maybe you recognise the privileges you hold and want to use them to uplift others.?Additionally, be sure to consider the differences in what you might find important, compared to what your team or organisation might find important.?

3.???React?– What more could you be doing to amplify intersectional voices??

Armed with the knowledge in this article, as well as your own work reflecting and reframing, it’s over to you to act.?For instance, analyse the gaps in your organisation’s DE&I policies, and adopt a forward-thinking intersectional approach to filling these gaps.?Similarly, analyse the gaps in your own knowledge of intersectionality and DE&I, and address them.?Perhaps you could engage in reverse mentoring schemes or develop them if they don’t yet exist in your organisation.?Most importantly, listen to intersectional voices to bolster your understanding of their experiences, and see where you can make the most positive impact as a leader.

Next Steps…

So, what might be one small step you could take in the next 30 days to embrace intersectionality, and who might you share it with? You could start with me in the comments section below.

Article written by EY Lane4 Director Dwight Lawrence, with contributions from EY graduate Dillon Thompson.