In today’s global economy, the concept of diversity and inclusion has expanded beyond checkboxes and quotas. A deeper, more nuanced framework is emerging at the heart of progressive workplaces—intersectionality.
Originally coined by legal scholar Kimberlé Crenshaw in 1989, intersectionality refers to how different aspects of a person’s identity—such as race, gender, age, class, sexuality, disability, and more—intersect and influence the way they experience the world, including discrimination and privilege.
Understanding and applying intersectionality in the business environment is not just a moral imperative—it’s a strategic advantage.
What Is Intersectionality?
Intersectionality recognizes that people are not defined by a single identity.
A Black woman, for instance, doesn’t experience racism in isolation from sexism; the two interact in unique ways that affect her opportunities, treatment, and challenges in the workplace. Similarly, a gay man with a disability might face overlapping forms of bias that are often overlooked if each identity is considered in isolation.
Ignoring this complexity can lead to shallow diversity efforts that fail to support those who need it most.
Why Businesses Should Care?
1. Enhanced Employee Engagement
When employees feel their full identities are acknowledged and respected, they are more likely to feel valued, engaged, and loyal. Intersectional policies create inclusive environments where people don’t have to hide parts of themselves to fit in.
2. Improved Innovation and Creativity
Diverse teams generate better ideas. A truly inclusive team—one that values intersecting identities—offers varied perspectives that can challenge groupthink and foster innovation. Companies like Google and Accenture actively include intersectional frameworks in their leadership and product design strategies for this reason.
3. Better Decision-Making
Intersectionality helps leaders understand how certain policies or practices may unintentionally harm or exclude specific groups. For instance, a flexible work policy may benefit working parents but fail to consider the digital access needs of lower-income employees unless an intersectional lens is applied.
4. Stronger Reputation and Brand Loyalty
Consumers increasingly favor brands that reflect their values. A company seen as genuinely inclusive—especially one that understands the complexity of identity—builds trust with customers and partners alike.
Implementing Intersectionality in Business
Applying intersectionality requires moving beyond surface-level diversity programs. Here’s how businesses can begin:
- Data Collection & Analysis: Go beyond single-category demographics. Track representation and experiences across multiple identity axes.
- Policy Audits: Evaluate workplace policies to ensure they don’t disproportionately affect employees based on overlapping identities.
- Training & Education: Educate leaders and HR professionals on intersectionality. This helps them identify microaggressions and systemic barriers others might miss.
- Employee Resource Groups (ERGs): Support ERGs that reflect various intersecting identities, such as women of color networks or LGBTQ+ professionals with disabilities.
- Inclusive Leadership: Encourage a leadership style that listens, reflects, and adapts to the complexities of employee experience.
Challenges to Consider
Intersectionality can be difficult to operationalize. It requires businesses to:
- Be comfortable with complexity and ambiguity.
- Avoid tokenism by ensuring people are not reduced to symbols of diversity.
- Foster continuous learning and openness to change.
But the reward is a workplace where all individuals can thrive—not in spite of their differences, but because of them.
In a world where identity is multifaceted and ever-evolving, businesses that recognize and embrace intersectionality will stand out—not only as ethical organizations but as smart, forward-thinking entities ready to meet the challenges of the future.
Intersectionality is not a buzzword—it’s a blueprint for equity, innovation, and sustained success.
