Intersectionality in an Inclusive Workplace Culture
In the ever-evolving landscape of today’s global marketplace, the importance of fostering an inclusive workplace culture cannot be overstated. This isn’t just a trendy corporate buzzword; it’s a critical strategy for attracting top talent, driving innovation, and ensuring sustainable business success. At the heart of this strategy lies the concept of intersectionality—a framework that recognises the complex, multifaceted nature of individual identities and how these intersecting aspects influence experiences and opportunities in the workplace. But how has this concept evolved to become such a vital component of modern business strategies?
Historical Context and Growing Awareness
The term “intersectionality” was coined by Professor Kimberlé Crenshaw in 1989 to describe how various forms of discrimination and privilege overlap and interact. Over the past decade, awareness and understanding of this concept have grown significantly. As global consciousness about the diverse facets of personal identity increases, more organisations are recognising the importance of leveraging Diversity, Equity, Inclusion, and Belonging (DEIB) metrics not just as a moral imperative but as a driver of profitability, quality, and productivity.
Google for example has been at the forefront of integrating intersectionality into its workplace culture. By conducting extensive research on intersectional issues and investing in diverse hiring practices, Google has created initiatives like the “Belonging At Work” platform, which provides tools and resources to improve workplace inclusivity. Their approach has resulted in significant strides in employee satisfaction and retention, demonstrating the tangible benefits of an intersectional approach.
Understanding Intersectionality: A Personal Narrative
Consider my own story: I am white, British, queer, and gender non-conforming with a third-generation European immigrant lineage, a state education and middle socio-economic upbringing. Each layer of my identity adds to my lived experience, the privilege I have benefited from and the barriers that stand before me, all of which contribute to my cognitive approach and ways of seeing the world around me. I am not unique; every person brings a rich tapestry of lived experiences to the table. Harnessing and celebrating this diversity is a powerful business lever, helping to foster stronger social bonds among colleagues, attract a diverse client portfolio, increase discretionary effort, psychological safety, creativity and service innovations.
Real-World Examples of Intersectionality in Action
Accenture has implemented intersectional approaches in its diversity programmes, resulting in a 30% increase in the retention of diverse talent and a 20% rise in innovation outcomes. Similarly, Salesforce’s commitment to intersectional diversity has been credited with a significant boost in employee satisfaction and a 25% increase in customer loyalty.
Another example was Microsoft’s Global Diversity & Inclusion initiative. By focusing on intersectionality, Microsoft saw improved employee engagement and innovation. Their annual diversity report showcased the significant progress they made in creating an inclusive workplace that respected and leveraged diverse identities. Detailed information on their initiatives and progress can be found here.
From a 2023 study also done by Microsoft, detailing the impact of intersectionality, their report found:
The representation of women, Asian, Black and African American, Hispanic and Latinx, and multiracial employees has grown at all leadership levels since 2019. Notably, women now represent 29.1% of executives, an increase of 3.2 percentage points from the previous year.
The representation of women in technical roles grew by 0.8 percentage points year over year. Overall representation of women in technical roles increased by 1.4% year over year, and since 2019, the number of women in technical roles has grown by 74.7%
Data from employee surveys indicate that employees who feel favourable about Microsoft’s diversity and inclusion efforts are 1.8 times more likely to stay at the company.
In contrast to the above, Microsoft in July 2024 announced that despite the incredible work and achievements that they had made, they were disbanding the internally EDI-focused team, sighting ‘changing business needs’. Facing a harsh backlash from employees and the press, this highlights the real risks to businesses for backtracking on commitments taken in this space and the harm this can do to your people and brand.
With this in mind, how do these successes and risk navigations translate into broader business benefits and future workforce trends?
The Business Case for Intersectionality
A study by BCG found that companies with above-average diversity scores reported 19% higher innovation revenues. Recognising and embracing intersectionality in the workplace brings numerous benefits. It fosters stronger social bonds among colleagues, attracts a more diverse client portfolio, and leverages the cross-fertilisation of ideas and experiences. These social, cultural, and community impacts often translate into tangible business outcomes, including increased revenue. In fact, data shows that organisations with greater racial and ethnic diversity are 35% more likely to achieve better results, and those with higher gender diversity are 15% more likely to exceed industry averages (McKinsey).
And it’s not just for now but for the future of business. By 2025, millennials will constitute 75% of the global workforce and dominate leadership roles, making crucial decisions impacting workplace culture. Unlike older generations, who focus on race, demographics, and equality, millennials view diversity as a blend of different experiences and perspectives, aiming for inclusive workplaces. According to Deloitte’s 2018 survey, 74% of millennials see a culture of inclusion as enhancing innovation. Additionally, a 2016 survey indicates that 47% of millennials prioritise workplace diversity when considering potential employers (World Economic Forum).
With the need, theory and business case put forward, here is how you can start building a thoughtful space of inclusion that factors in intersectionality.
Building an Intersectional Inclusive Workplace
To create a truly inclusive workplace, we must first understand intersectionality within our own contexts. This involves addressing underlying biases and discrimination. “Blind Spot: Hidden Biases of Good People” by Mahzarin R. Banahi and Anthony G. Greenwald is an excellent resource for exploring these biases. The book encourages us to examine our implicit associations and stereotypical perceptions, helping us to “outsmart the machine” of ingrained biases.
10 Action Steps to Foster Intersectionality
1 – Increase Awareness: Nurture awareness of intersectionality within your organisation by engaging diverse voices and perspectives in decision-making conversations.
2 – Empower Change: Establish a DEIB agile working group to drive change.
3 – Update Recruitment Practices: Ensure your recruitment processes attract diverse candidates and avoid language or publications that exclude marginalised groups.
4 – Thoughtful Onboarding: Onboard new colleagues with care, listening to their needs and integrating them on a human level.
5 – Leverage Data: Use DEIB metrics to make informed, data-driven decisions.
6 – Continuous Education: Educate yourself, listen, and reflect.
7 – Design Inclusive Behaviours: Role model these behaviours within the organisation and ensure system observation and design factor these into ways of working.
8 – Align Incentives: Link performance incentives to behaviours that support diversity.
9 – Practice Allyship: Don’t expect your intersectional employees to come to you with all the answers, seek to educate yourself and take visible steps forward and then engage with your people, calling out bad behaviour in the moment when you encounter it.
10 – Leadership Alignment: Ensure your leaders and business influencers are aligned on what visible actions and role modelling they can enact to help build a movement of change.
The Journey of Continuous Improvement
Building a truly diverse culture is an ongoing journey. Perfection is not the goal; continuous improvement is. Show a willingness to embrace DEIB at the top, and your people will follow. Employees in global organisations consistently express a desire for a transparent commitment from their employers to be better today than they were yesterday.
As we navigate the complexities of our diverse and interconnected world, embracing intersectionality is not just a moral and ethical requirement but a strategic business imperative. By fostering an inclusive workplace culture, we pave the way for innovation, employee satisfaction, and sustainable success. Let us each reflect on our roles within our organisations: Are we merely participants, or are we active advocates for change? Together, we have the power to transform our workplaces into environments where every individual can thrive.
Will you take the next step towards creating a truly inclusive and intersectional workplace?