An intersectional perspective is integral to supporting human rights and eliminating inequality in the workplace.
The term intersectionality defines the notion that social identities, such as race/ethnicity, gender identity, biological sex, sexual orientation, age, socio-economic status, disability/ability, marital status, migration status, and religion, overlap and intersect in dynamic ways that shape each individual and their experiences. Multiple factors often operate together to compound experiences of discrimination and exclusion for those with various overlapping and intersecting identities. For example, an Indigenous woman living with a disability will experience multiple additional barriers to advancement in the workplace beyond her identity as a woman.
While many organizations have initiatives to support gender equality, research suggests that in general, these initiatives often benefit women who are white, heterosexual, and able-bodied.The concept of “Emotional Tax” provides a fitting example of the ways that ignoring multiple identity factors can perpetuate inequality: 60 percent of Asian, Black, Latinx, and multiracial women report that they feel compelled to stay alert to protect themselves from racial and gender bias in the workplace.Approaching workplace policies, programs, and initiatives from an intersectional perspective is integral to supporting human rights in the workplace and eliminating entrenched bias and inequality that can adversely affect all employees.
Success Factors for Intersectionality
- Recognize that gender is only one of a wide range of identity factors that can influence an employee’s experience. Learning and sharing the lived experiences of employees provides an understanding of what intersectionality is and how different identities impact gender equality. Also, incorporating storytelling helps to increase awareness about gender differences, widen perspectives, and foster knowledge building and organizational change.
- Avoid a “blanket approach” solution by considering various social identities when creating and implementing programs, policies, and initiatives, especially those linked to gender equality. Collect, measure, and analyze qualitative and quantitative disaggregated data over time to recognize and respond to the multitudes of visible and invisible identities and prevent friction or exclusionary practices.
- Identify any biases related to intersectional identity within your organization. Conduct an intersectional analysis of new and existing policies, practices, and initiatives such as remuneration, hiring, retention, and promotion, career development, flexible work, dress code, etc. There are many additional oppressive systems (e.g. racism, classism) that affect how individuals experience gender-based discrimination.
Good Practices in the Private Sector
Starbucks recognizes that identity is a complex concept and has policies in place to acknowledge the gender spectrum of its employees. Starbucks leveraged its internal employee networks, Pride Alliance and Women’s Impact Network, and, under the guidance of its Inclusion Council, implemented a policy for inclusive language. This policy addressed the use of inclusive pronouns in internal communications as well as an education program for leaders to highlight the importance of terms and language. Additionally, Starbucks has provided pins for employees to mark their pronoun preference as a means of ensuring that employees feel included and respected as individuals.
Stantec created Inclusion Moments as way to start a meeting, event, or spark a conversation about building a working environment that is welcoming, safe, and free of judgement. Inclusion Moments are designed to facilitate the discussion of specific topics related to inclusion and intersectionality, such as the relationship between unconscious bias, the role that allyship can play in supporting the advancement of women, and embracing the role of intersectionality in the workplace.
Recommendations for Intersectionality
- Assess the intersectionality of social identities that exist within a company, in particular across various levels of leadership. Form an advisory board with broad intersectional representation to oversee issues of identity and inclusion to help identify risks and create mitigation strategies.
- Do your due diligence. Research and conduct consultations with impacted groups to gather relevant information and create trust among stakeholders, but respect that some employees will not be comfortable speaking out about their experiences.
- Ensure leaders are aware of the intersectional identities that are present in their workplaces and provide them with training to better understand intersectionality. Build leadership capacity to promote respect and understanding of difference within their teams, and how to build and leverage diverse teams.
- Embed intersectionality into all human rights considerations, workers’ rights policies, and labour practices throughout the organization, including for current employees of all types, supply chain systems, and outreach initiatives.
Good Practices in the Private Sector
After its first diversity and inclusion survey, EBay launched its Courageous Conversations series to allow employees to talk about issues that matter to them like gender, race, politics, and religion. The initiative was started to build empathy and understanding among diverse employees and give everyone a safe space to bring their authentic selves to work. The discussions facilitate the participation of all employees and avoid the siloing of individuals based on a specific identify factor like race or gender, to ensure everyone is aware of the issues and committed to change.
Assess Your Organization’s Intersectionality
- Has your organization considered various social identities to design, plan, or implement its gender equality efforts?
- How does your organization ensure that all identities are acknowledged and equally supported in organizational programs, policies, initiatives, etc.?
- How does your organization address intersectionality within its workers’ rights policies (e.g. human rights, employee rights, or human resources policies)?
- Has your organization analyzed how its policies may impact each gender as well as other social identities differently?
- How does your organization ensure a common understanding of what intersectionality looks like within its workplace?
Resources for Intersectionality
Name
Source
Type
Target Area
Goals
Target Unit
Summary
Project Include
Article
Implementation
Project Include is a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions by offering recommendations about measuring diversity and inclusion progress in an organization.
Diversity & Inclusion
Culture Amp
Guide
Implementation
This survey was developed as the result of a collaboration between B Corp Culture Amp and consulting firm Paradigm.
Diversity & Inclusion
Rio Tinto
Report
Strategy
This guide provides organizations in the mining industry with direction on how to foster inclusive engagement and development by incorporating gender considerations into their work; avoiding putting women and men, communities and projects at risk; and better achieving diversity goals.
Community Outreach
Canadian LGBT+ Chamber of Commerce (CGLCC)
Program
Standards and Certifications
The Canadian LGBT+ Chamber of Commerce’s (CGLCC) Supplier Diversity Program connects LGBT+ businesses in Canada with corporations, organizations, and government bodies eager to do business with them.
Procurement
Canadian Aboriginal and Minority Supplier Council (CAMSC)
Assessment
Standards and Certifications
The Canadian Aboriginal and Minority Supplier Council (CAMSC) certifies and links Aboriginal and minority-owned businesses to purchasing opportunities at major corporations across Canada and the United States.
Procurement
Canadian Aboriginal and Minority Supplier Council (CAMSC)
Guide
Strategy
The Playbook is a guideline to establishing a successful supplier diversity process for the private sector and discusses five key factors that are critical for creating a robust supplier diversity process.
Procurement
UNDP
Tool
Development
This resource provides guidance on gender-responsive representation in communications based on the premise that language can reinforce or subvert gender inequalities.
Advertising
Ad Standards
Guide
Development
Advertising Standards Canada administers these guidelines with respect to the representation of women and men in advertisements.
Advertising
Ontario Human Rights Commission
Guide
Development
This primer provides organizations with practical guidance for developing effective and fair ways to prevent and respond to human rights issues, including harassment, discrimination, and accommodation needs.
Human Resources
Catalyst
Report
Strategy
This report discusses the action organizations can take to create a safe and fair work environment for all employees beyond policies and training.
CEO
Canada Research Chairs
Report
Strategy
This guide provides an extensive list of recommendations to best address areas for improvement in the workplace with regards to recruitment and retention, and different stages within those processes.
Diversity & Inclusion
United Nations Global Compact
Guide
Development
This resource provides a comprehensive outline on how to develop a human rights policy to help an organization express its commitment to respect internationally recognized human rights standards.
Human Resources
Catalyst
Toolkit
Implementation
This resource contains several infographics for using the correct language and wording in different areas to avoid reinforcing negative gender stereotypes in workplace culture.
All Units
Harvard Business Review
Article
Implementation
This article outlines recommendations to address the lack of inclusion in casual networking events in the workplace or outside business hours.
Human Resources
Catalyst
Tool
Strategy
Catalyst’s research demonstrates that leaders who attempt to implement a more integrated view of diversity, equity, and inclusion are able to establish the foundation for a more innovative and collaborative workforce.
All Management
