What is Intersectionality?

In our work with different groups of employees, we frequently encounter white men and women who have grown up with significant disadvantages and challenges. It is not unusual to have a white person share stories that include themes like poverty, abuse, family issues, and the shame, guilt, and discrimination these conditions often produce.

Alternatively in the same group there have been minority members who have had significant advantages by comparison, including with family support, financial stability, and a healthy and stable upbringing.

In this instance it is often very difficult for Whites to accept that they are “privileged” by virtue of their skin color and/or gender. And this is very understandable. When we hear the comparative stories, it does seem like these individuals had more disadvantages than their African-American colleagues. In fact, some African-Americans do not associate with the terms “minority” or “disadvantaged” and some Whites do. This is causing a rift in some workplaces, which diversity and inclusion programs seem not to be able to address.

This can be a hard topic to address in the workplace, as members of both people groups can feel defensive or on edge when discussing this incredibly nuanced subject. Many of our workshops explore intersectionality in a safe and non-judgmental way, creating a safe and non-judgmental environment to dig into the issues and teach inclusive leaders the skills to navigate the implications of intersectionality in the workplace.

In this well written article (excuse the initial use of the “f” word please), a white woman describes her experience of growing up poor in America, and how she came to understand the reality of white privilege. This was in part due to being introduced to the concept of Intersectionality, which we at Inclusity believe needs to take a front row seat in any new discussion of authentic diversity initiatives.

According to the article’s author Gina Crosley-Corcoran:

 “The concept of Intersectionality recognizes that people can be privileged in some ways and definitely not privileged in others. There are many different types of privilege, not just skin color privilege, that impact the way people can move through the world or are discriminated against. These are all things you are born into, not things you earned, that afford you opportunities others may not have.”

By appreciating the reality of Intersectionality, we value all people’s experiences and do not assume that any individual characteristic or experience automatically leads to privilege or disadvantage. We urge you to read the article in its entirety for a full appreciation of just how important it is to acknowledge all of the elements that create individuality at work. And of course, to remember to check your assumptions and biases, at the door as you bring the whole rest of yourself to the workplace!

Our hearts go out to everyone who has lost family members and loved ones in the Ferguson and NYC tragedies. While we do not believe that it is our place to weigh in on the court’s decision about the shooting and choking incidents themselves, we do want to comment on the aftermath of the verdicts and the responses they elicited from both the white and black communities.

We think it is important for Ferguson and NYC not to be thought of in isolation, but rather as two of many occurrences over the past several hundred years. We understand that the emotions triggered and demonstrated as a result of the legal findings in these two cases were a result of a long history of oppression towards black men in this country. We would urge White America to listen and ask questions of our African-American colleagues, family members and friends rather than to judge or criticize the behavior of a few.

We do not condone violence of any sort. However, we appreciate that built up feelings of frustration, powerlessness, and hopelessness can lead to violent behaviors. Our Relationship Dynamics TM Model clearly demonstrates that when individuals or groups are subordinated over time, they bury their anger and do whatever is needed to survive. When these feelings become overwhelming, they may see no other course of action than to lash out against those closest to them. All too often those “closest to them” are the people in their own community. We are not excusing this behavior, but we do believe that it needs to be understood in order to make it change.

It is time for White America to stop denying the reality of racism. Systemic racism must be addressed if it is ever to be eradicated. Years of oppression have never been directly resolved. The pain carried by the African American community is like an infected wound—its scab yanked off every time another racially charged incident occurs. Then, when African Americans demonstrate their pain over this reality, they are often met with criticism, condemnation and misunderstanding. This creates further pain and mistrust, and the wound never heals.

At Inclusity, we believe that truth telling, safe places for open dialogue, and commitment from all people to work together to end discrimination is the only solution. It is time for us to treat this wound with the care it deserves rather than allowing it to scab over until the next “Ferguson incident” occurs, and the same cycle begins again. Please join with us at Inclusity to create safe places for conversation, trust-building, and hope for a truly equal America.