The word intersectionality becomes increasingly common in many workplaces when discussing diversity and inclusion.
But many employers don’t know what it means — or why it matters at work. So, it is very important for a person to learn intersectional identities.
What is intersectionality?
In short, the theory is that people have more than one identity. And inherently, these identities are combined.
Your disabled workers also have several other identities that affect your work experience. For example, a worker can have a hearing loss and be a new immigrant.
Intersectionality in the workplace is important for every type of inclusion program. In order to successfully serve all your workers, your integration efforts must be intersectional and learn intersectionality identities.
Intersectionality at workplace
Many HR approaches to equality building appear to concentrate at a time on one form of discrimination. But people are not one-dimensional themselves.
Black women, for example, earn significantly less for the same work on average than their white, non-Hispanic men. And the unemployment rate for disabled people is more than double that for disabled people. These trends cannot be isolated for an employee who is a Black woman with a disability.
What happens if an organization does not make intersectional efforts a priority?
Lack of intersectionality risks creating a counterproductive inclusion program. For example, a workplace affinity group might schedule an excursion involving group involvement in a charitable walk. If the proposals don’t take account of workers with disabilities by providing accommodation and alternatives proactively, for example — some people with disabilities would probably be excluded. These employees may feel frustrated enough to leave the community that supported the case.
In short, your attempts to integrate your workplace will not succeed and could even be damaging if you do not take intersectionality into account.
Benefits of intersectionality in the workplace
Here are six benefits of the presence of intersectionality in the workplace.
1. Maximize your organization’s health and well-being.
When you incorporate intersectional policies, you take a measure to promote a stable, supportive collective for colleagues.
2. Increases awareness of the difference in discrimination among all.
Discrimination is not black and white – neither can we protect against it. Intersectionality lets you fulfill individuals’ diverse expectations and experiences.
3. Helps employers comply with the 2010 Equality Act.
Keeping intersectionality at the center of the human rights agenda will ensure that you abide by UK equality laws and straightforward legal issues.
4. Promotes workplace equality and diversity.
People with differences carry new talents and concepts to the table. This is beneficial to business innovation and competitiveness.
5. Create a positive image of the brand.
Every company needs a loyal follow-up to friends. The choice to confront the problems affecting large areas of the population makes the brand image positive.
6. Ensures that all employees can be productive and work without fear or concern.
If you make a statement that you are intersectional, you are careful. And you make sure the workers know that there is help.
Wrapping it up!!
Learn intersectionality identities is a mechanism for enhancing employee access, opportunity, and equity. But we must make sure that we make strategic use of it.