Diversity – Intersectionality
Diversity – Intersectionality
- A lot of work has been done to address specific aspects of Diversity – especially in the areas of Gender (Male/Female), Sexuality (especially LGBT+ at it’s most basic) and Race (in terms of colour
- Intersectionality is where a person belongs to more than one minority – such as Black Female and Gay . Equally in UK someone who is male, Northern, under-educated and working class is also a case for Intersectionality Such a person can suffer discrimination on each of those accounts and issues are not being resolved by any of the categories.
- We work with associates and colleagues who have experience of this.
We offer
- a team of associates in four continents speaking 12 languages (see People)
- four day training course on Diversity already delivered in several countries (see Train )
- talks on Diversity delivered in several countries (see Speak)
- Diversity workshops tailored for specific countries to deal with others (see Train)
- Cognitive Diversity – how to build a properly diverse team using Profiling (see Profile
- Coaching on Interculturality and on how to become Diverse (see Coach)
- Call us on +447788425688 for more details or send us an enquiry
Intersectionality
Intersectionality
Intersectionality is a framework that recognizes how different aspects of a person’s identity, such as race, gender, class, sexuality, disability, and age, intersect and overlap to create unique experiences of discrimination and marginalization. It acknowledges that individuals can face multiple, interconnected forms of oppression that cannot be understood in isolation.
Many of our associates are intersectional and we also work with specialists in this area
In the context of diversity, equity, inclusion and belonging (DEIB), intersectionality is crucial for:
Understanding Unique Experiences
An intersectional approach allows organizations to recognize the diversity of their employees and stakeholders, and the complex ways in which their identities intersect. For example, a Black woman may face discrimination based on both her race and gender, creating unique challenges that differ from those faced by white women or Black men.
Addressing Systemic Oppression
By recognizing the intersections of identity, organizations can identify and address systemic forms of discrimination and inequity. This may involve implementing policies and practices that support individuals with multiple marginalized identities, such as LGBTQ+ employees of colour or women with disabilities.
Creating Inclusive Cultures
Embedding an intersectional lens in DEIB efforts is critical for creating a culture of belonging where everyone feels valued and supported. When organizations recognize the whole person and the multitude of identities and experiences they bring, they can develop policies and programs that support the diverse needs of their workforce.
Advancing Equity
Ultimately, intersectionality provides a framework for advancing equity by recognizing and addressing the complex ways in which different forms of oppression intersect and compound one another. By centring the experiences of those with multiple marginalized identities, organizations can work towards creating a more just and equitable world.