In today's workplace, Diversity, Equity, Inclusion, and Belonging (DEIB) are top priorities for many organizations. But to truly make a difference, we must embrace intersectionality, a central component that ensures every employee feels seen, valued, and supported. 

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In this blog, we’ll explore the meaning of intersectionality, why it matters in the workplace, and how organizations can foster a truly inclusive environment for all employees.

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What is intersectionality?

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A term coined by Dr.Kimberlé Crenshaw in 1989, intersectionality describes how race, class, gender, and other individual characteristics “intersect” with one another and overlap. This includes less visible identities like age, ability, and neurodivergence. It is this interconnectedness that highlights the complexity and multifaceted nature of our identities. These different identities compound and create challenges and oppressions that have a significant impact on our perspectives and how we navigate life.

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Why intersectionality matters in the workplace 

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Understanding and addressing these intersections is essential for building a truly inclusive and representative workplace. When we consider employees’ layered identities, we’re better equipped to create policies and practices that go beyond superficial inclusion.

• Boosts employee engagement and retention: Employees who feel understood and valued are more likely to stay engaged and committed to their work. For instance, a woman of color who also identifies as neurodivergent may face challenges distinct from others. Recognizing these unique experiences helps her feel seen, understood, and supported.

• Encourages creativity: An intersectional approach nurtures diversity of thought. When people feel safe bringing their full selves to work, their unique perspectives lead to creative solutions and fresh insights that drive innovation.

• Builds a true sense of belonging: When intersectionality is overlooked, workplaces risk tokenism, superficial representation, and unaddressed biases. Acknowledging intersectionality ensures that employees aren’t just “invited” but feel they genuinely belong.

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Ignoring intersectionality means missing out on opportunities to create an environment where everyone feels safe and supported. When workplaces fail to acknowledge intersectionality, they risk tokenization, misinformed decisions, and internal conflicts.

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Ways to support intersectionality in the workplace

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Supporting intersectionality in the workplace means embedding inclusive practices into everyday operations. Organizations that champion intersectionality recognize that individuals don’t exist in silos; instead, their various identities, such as race, gender, sexual orientation, and ability, interact and influence their experiences.

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Here are some ways organizations can support intersectionality:

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Empower Employee Resource Groups (ERGs)

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ERGs are central to fostering connection, but it’s crucial that they incorporate an intersectional approach. To help ERGs thrive, organizations can support them with resources, budget, and time allowances, acknowledging that many ERG leaders manage these groups alongside full-time roles.

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For examples:

• During Pride Month, consider conversations around disability pride to highlight intersections between LGBTQIA+ and disability communities.

• In Brain Injury Awareness Month, collaborate with veterans’ ERGs to recognize how brain injuries affect both neurodivergent and veteran communities.

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Intersectional ERGs create space for people to share layered experiences, bridging gaps and fostering genuine support.

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Representative leadership

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To break the cycle of systemic discrimination, companies need leaders who reflect their diverse workforce. This means actively creating pathways for marginalized groups to access opportunities, offering equitable mentorship, and ensuring fair promotion criteria. Addressing inequities through an intersectional lens ensures that all employees have equal opportunities, regardless of their background.

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Revamp hiring practices to remove barriers

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Traditional hiring rubrics can unintentionally disadvantage individuals with intersecting identities. Review criteria to see if they unintentionally exclude certain candidates.

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For example:

• If “strong eye contact” is part of the evaluation, it may unintentionally discriminate against neurodivergent individuals, who may struggle with this social norm.

• Similarly, “speaking confidently” could unfairly disadvantage those with speech differences or individuals using assistive communication devices.

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Instead, focus on competencies directly relevant to the job while recognizing that skills and strengths show up differently across individuals.

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Inclusive office design

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Workplace design can either support or hinder employees with various intersecting identities. Consider how different identities, including less visible ones like neurodivergence, might interact with the environment.

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Design areas with accessibility in mind, ensuring that seating, tables, and doorways accommodate wheelchairs and other mobility devices.

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An open office layout with fluorescent lighting can exacerbate sensory sensitivities for many employees. Research shows that individuals exposed to fluorescent lighting are twice as likely to experience headache episodes compared to those in environments with more natural light. To create a more comfortable workspace, consider incorporating softer, indirect lighting or task lighting options and minimizing glare, which can help reduce eye strain, headaches, and fatigue.

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Foster psychological safety

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When psychological safety is present, employees feel secure in expressing themselves without fear of negative consequences and are more likely to engage in meaningful conversation. Organizations can facilitate this by: 

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• Celebrating wins and acknowledging what’s going well to build trust and morale.

• Encouraging open communication and establishing accessible channels for feedback and concerns.

• Promoting an environment where mistakes are viewed as learning opportunities rather than failures.

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By recognizing and valuing the unique experiences and perspectives that diverse individuals bring to the organization, organizations can build an environment where everyone is included and empowered.