Embrace the full spectrum of diversity by understanding the history of intersectionality and applying it to foster inclusive workplaces.
Yes, before Kimberlé Crenshaw coined the term “intersectionality” in 1989, many scholars and activists addressed the concept of intersecting identities and overlapping systems of oppression. Crenshaw’s framework clarified and structured how social categorisations like class, gender and race create interconnected discrimination. Let’s explore the foundations of this vital concept.
The Combahee River Collective (1974).
- This Black feminist lesbian organisation articulated that Black women’s liberation requires ending racism, sexism, and class oppression.
Audre Lorde
- A Black feminist, lesbian and civil rights activist, Lorde emphasised the multifaceted nature of identity with her books and it was distilled into her quote, “There is no such thing as a single-issue struggle because we do not live single-issue lives.”
Angela Davis
- Davis’s work highlighted the intersection of class, gender and race in oppression and brought it into activist spaces to raise issues around structural issues specifically faced by women in any liberation struggle.
Gloria Anzaldúa
- Her book “Borderlands/La Frontera: The New Mestiza” explored intersections of race, class, gender, and sexuality, introducing mestiza consciousness.
bell hooks
- A prominent Black feminist, hooks explored the interconnectedness of class, gender and race in her work which included looking at types of representation in culture, media and political spaces where single issue subject-matter and discussion points were used and are still used to silence other marginalised issues.
These figures laid the groundwork for intersectionality, shaping social justice discourse and emphasising the need for a nuanced approach to activism.
Actions for HR and EDI Professionals
- Educate: Incorporate intersectionality in training.
- Evaluate: Review policies through an intersectional lens.
- Empower: Create safe spaces for diverse voices.
KPIs and Deliverables
- KPIs: Employee satisfaction, diversity in leadership, EDI initiative participation.
- Deliverables: Intersectionality training modules, updated policies, diversity audits, improvement in employee feedback and relations, improvement in relationship with service users and stakeholders.
Embrace the full spectrum of diversity by respecting that people cannot be distilled into single-issue discourse – treat people with dignity by seeing them as a whole rather than parts – you are less likely to succumb to stereotypes by seeing people for who they are as holistic individuals who have different aspects to themselves.
King Advisory 