Written By: Sharon Hurley Hall
Many people can tell harrowing tales of toxic workplaces, experienced by more than one in five employees. And many have experienced feelings of exclusion when their needs are unmet or ignored. That can be compounded for people with intersectional identities. As Sameer Somal points out, the same attributes that make us unique can also lead to increased disadvantage in systems that tend to cater to the supposed norm. But it doesn't have to be that way. Understanding and catering to intersectional identities could be a game-changer for your workplace.
What Is Intersectionality, Anyway?
Intersectionality was first defined by Dr. Kimberlé Crenshaw as a "metaphor for understanding the ways that multiple forms of inequality or disadvantage sometimes compound themselves and create obstacles that often are not understood among conventional ways of thinking."
What does that mean in practice? As a woman, I can and do face sexism. As a Black person, I can and do face racism. As a Black woman, the intersection of those identities means I also face misogynoir. Many people with multiple identities face increased systemic and practical obstacles to thriving. It's why for example, Black Trans folx face higher rates of unemployment and are disproportionately targeted by hate crimes.
Hidden Isms: Why Some Intersectionality Goes Unseen
If you think about it, much of the reporting on areas of deliberate disadvantage and inequality tend to take a single-issue approach, which means intersectionality can be ignored or hidden. But we don't live single-issue lives: if 16% of the world's population is Disabled, then a proportion of those people must be from the Global Majority, neurodivergent, gay . . . you get the picture.
As Crenshaw points out, "It’s not simply that there’s a race problem here, a gender problem here, and a class or LBGTQ problem there. Many times that framework erases what happens to people who are subject to all of these things."
That's compounded by the fact that many people facing isms mask or codeswitch to avoid being singled out in systems and structures which may have discrimination built in against those seen as "less than". Plus, some of those with the most advantages have no idea of the experiences others are having.
However, you don't have to KNOW people with intersectional identities are in your workplace to improve your workplace so people will benefit.
What's The Alternative? Building Better Workplaces
Here are some ways to do that. Although many of the below work well for remote and hybrid workplaces, there's no reason not to implement them in in-person office settings, too.
1. Let People Choose Their Way of Working
Four years after the pandemic first hit, many employers are forcing people back into offices. Yet people with intersectional identities have had a much better work experience working from home. One study showed that Black people didn't want to return to the office because they faced fewer microaggressions. Disabled employees wanted to stay at home too, so they could manage their time, energy, and space. Giving people a remote work option is a good starting point in minimizing harm for those with intersectional identities.
In addition, it's important to build flexibility into the working week so people with intersectional identities can show up when they have the spoons and take time for self-care when they don't. While this may sound like a pipe dream, it isn't - Mission Equality implemented it successfully - and a no-rush culture is a great way to undermine the fake urgency that comes from white supremacy business culture.
2. Build In Accessibility First
Is your team having virtual or hybrid meetings? Use the accessibility features that already exist in most meeting software to make participation frictionless for everyone. Start your meetings with an accessibility check-in (you can do this in-person, too), and enable recordings, transcripts, and captions.
Relax any rules you have about how people participate. Many neurodivergent people love having their camera off and using noise-canceling headphones, and that helps others too - especially those who already feel hyper-visible. Make it simple to use the chat function, so that even those who are hesitant to speak can still contribute.
3. Make Communication Flexible and Easy
One of the big innovations in the last company I worked in was letting every team member set their communication preferences, without any judgment. People could state whether they preferred video calls or messages, and what times they were available. We know that Global Majority people often face undue scrutiny for stepping outside the norm, and this approach helps to resolve that.
Another approach we used was having meeting documents (one of the best inspirations to come from Jeff Bezos) for every meeting. These followed a structure covering the main business areas and listing developments in each of them. Each meeting started with reading time, followed by discussion, and people were free to communicate by text. Not only was this transparent, but it alleviated the pressure of meeting preparation.
Reaping the Benefits
When we tackle these issues, everyone benefits, whether they have intersectional identities or not. Not only is well-being improved with reduced stress and burnout, but people will give their best when they feel unnecessary obstacles have been removed. And the knock-on effect of that is that your workplace becomes more desirable, as inclusiveness is high on the list of must-haves for upcoming employees. So there's everything to gain.
Meet the Author
Sharon Hurley Hall
Sharon Hurley Hall is an anti-racism educator and activist, Founder of Sharon's Anti-Racism Newsletter, the author of “I’m Tired of Racism”, and co-host of The Introvert Sisters podcast.
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