This toolkit explores the barriers for women of colour in employment as well as the solutions towards an intersectional approach to diversity management.The toolkit was developed based on findings from a seminar held by Equal@work and the European Network Against Racism in order to challenge dominant diversity management practices and move beyond gender as a single category.

The toolkit describes the following principles that are integral when forming an intersectional approach to diversity management:

• Diversity is not one-dimensional –move beyond rigid categories like gender, ethnicity, sex.
• An intersectional approach addresses structures, not identity –ask “what barriers hinder minorities within this organization?” not “how can I employ more minorities?”
• Foregrounding the experience of marginalized groups –employers must place weight on the experience of marginalized groups and value their individual skills and contributions.
• An intersectional approach concerns outcomes not opportunities – focus on removing barriers and remedying disadvantages for certain groups or individuals.
• Measure intersectionality –data collection and self-assessment are necessary to track progress.

The toolkit also suggests the following steps aimed to help understand intersectional issues, transform an organization, and empower women of colour:

1. Conduct consultations with affected groups
2. Carry out an intersectional audit
3. Reflection on internal structures
4. Develop an intersectional diversity strategy
5. Take steps to eradicate structural inequalities and disparities
6. Transforming workplace culture
7. Reassess diversity policies from an intersectional perspective
8. Make resources available to those dealing with oppression at work
9. Support employees to access empowerment programs
10. Encourage and support networks and affinity groups

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