In the ever-evolving landscape of Diversity, Equity, and Inclusion (DEI), one concept stands out as crucial yet often overlooked: intersectionality. Jo Major, Founder of Diversity in Recruitment and Co-Founder of Inclusive Recruitment Foundations, sheds light on why addressing all aspects of a person’s identity is essential for creating truly inclusive workplaces.
The Myth of Meritocracy
Despite the progress made in recent years, identity, background, and circumstances continue to significantly impact career trajectories and experiences in 2024. Major challenges the notion of a complete meritocracy in the workplace, pointing out that depending on one’s demographic group, an individual may face multiple barriers simply for being themselves.
The idea that “you can be anything you want” if you just work hard enough is a myth often perpetuated by those belonging to majority workplace and societal groups. Major argues that this belief fails to account for the systemic barriers faced by many individuals.
The Persistence of Workplace Inequality
Unacceptably large proportions of UK workers still face barriers to work and prejudice. Despite numerous DEI initiatives, significant inequality persists across various dimensions:
- Gender
- Race and ethnicity
- Age
- Sexuality
- Disability
- Parenthood and pregnancy
- Neurodiversity
The Problem with Single-Group Focus
Major criticizes the trend of businesses trying to “fix” inequality for just one group at a time. This approach often leads to prioritizing issues faced by the least marginalized within an already marginalized group – for example, focusing solely on “straight, cis, non-disabled, neurotypical, white women’s issues” when addressing gender equity.
This narrow focus fails to recognize the complex, multilayered nature of human identity. Many individuals face multiple barriers and points of potential discrimination due to their intersecting identities.
Understanding Intersectionality
Intersectionality, a term coined by legal scholar Kimberlé Crenshaw in the late 1980s, recognizes how various forms of identity influence careers and intersect, creating unique and multifaceted experiences of discrimination, prejudice, bias, and inequality.
An intersectional approach to DEI:
- Acknowledges the specific ways different forms of discrimination combine
- Recognizes privilege and oppression experienced based on various identities
- Provides more inclusive and equitable policies, practices, and working environments
Intersectionality in Recruitment
To illustrate the importance of intersectionality in recruitment, Major presents a hypothetical candidate who identifies as:
- A woman
- Of South Asian heritage
- Having a disability
- Over 45 years old
Each of these identity markers is subject to varying levels of disadvantage in UK employment, potentially creating multiple barriers in the recruitment process and subsequent career development.
Multiple Barriers in Action
- Gender bias: Women are twice as likely to face discrimination in hiring processes.
- Racial discrimination: Candidates from ethnic minority backgrounds often need to send 60% more applications than their white counterparts.
- Disability discrimination: One in five hiring managers admit they’d be less likely to hire someone with a disability.
- Age discrimination: Women over 45 are more likely to face ageism than men, with some research showing it beginning as early as 40.
The Critical Role of HR in Addressing Intersectionality
For HR professionals and business leaders, considering intersectionality in DEI efforts is crucial. By acknowledging the many forms of discrimination and the nuanced nature of exclusion, organizations can:
- Appreciate the complexity of providing equity and equality
- Take a more strategic approach to DEI plans
- Develop more inclusive and effective recruitment processes
- Create workplace policies that address the needs of all employees
Conclusion
As organisations prepare their DEI strategies for 2024 and beyond, it’s essential to center intersectionality in all DEI work. By recognising the multifaceted nature of identity and discrimination, businesses can create more inclusive environments that truly support and empower all employees, regardless of their background or circumstances.