Intersectionality Identity, and Leadership - OutNEXT module 2: Self Knowledge
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OutNEXT module 2: Self Knowledge, Intersectionality Identity, and Leadership april 2021
meet the presenter
Brandon Parkes
Board Diversity Lead
Gaingels
2
OutNEXT alumni summit overview
module 1: Creating an Engaged, Productive, Mentally
OutNEXT Global Sponsors:
Healthy Career in a Pandemic
module 2: Self Knowledge, Intersectional Identity, and
Leadership
module 3: Mentorship – Is Your Company Ready for an
LGBTQ+ Mentorship Program?
module 4: Networking & Expanding your ERG in a
Virtual Environment
module 5: Different Stages in Your Career; Managing Up
and Managing Down
3
What is intersectionality?
Intersectionality considers different systems of oppression, and
specifically how they overlap and are compounded. This is
increasingly important because more companies are giving
attention to D&I than ever, but often with a narrow, single-minded
strategy:
“We're focusing on women first.”
4
What are examples of Intersectionality?
“I want people to remember the historical transference of trauma and oppression that has
impacted the LGBTQ communities and people of color,” Darryn Green, an ACAF expert trainer
If I’m a female, I have some disadvantages
A gay man has to deal with homophobia. A
because I’m a woman and some disadvantages
black man has to deal with racism. But a black
because I’m LGBTQ. But I also have some
gay man will have to deal with homophobia and
disadvantages specifically because I’m an lgbtq
racism (often at the same time). It is often the
woman, which neither a staight woman, or lgbtq
case that he will face racism inside the LGBT
man have to deal with. That’s intersectionality;
community and homophobia in the black
race, sexuality gender, and every other way to be
community.
disadvantaged interact with each other.
5
Increased inequality in the workplace
40% of Black women say they need to provide more evidence of their competence, compared to 28% of white
women and 14% of men24
As the Bentley University report states, Asian American women face unique challenges in that despite being
seen as “the model minority,” Asian Americans “are less likely to be promoted to management than any other
race, and women are uniquely impacted
How does intersectionality apply to real life?
Increased sexual harassment
Research from the UK has shown that LGBTQI+ people’s experience of sexual harassment and assault
at work varied significantly depending on their ethnicity.
More than half of lesbian, bisexual and trans Black and minority ethnic women (54%) reported
unwanted touching compared to around one third of white women (31%).
6How does intersectionality apply to the workplace?
In recent years, many organizations have sought to catalyze more inclusion by
encouraging staff to “bring your whole self to work.” This is a compelling idea,
but it does not clearly account for the intersectional lens required to enable
individuals to truly express all aspects of their identity without fear of
discrimination in the workplace.
7Viewing the LGBTQ community as a
single homogeneous community can
be detrimental. Not recognizing the
diversity within the community
obscures the voices of LGBTQ people
who experience oppression due to
intersecting identities. Not having their
voice heard in the past can be a
Why does disempowering experience that may
prevent members of the community
it matter? from speaking up when they
experience abuse in their current
relationships.
8“Our services are primarily in support of LGBTQ+
people and their families. Our work wouldn’t be what it
is without understanding intersections of race, gender,
and sexuality. We address the whole person and
recognize the identities that we all embody. In that
way, intersectionality has always been baked into our
mission at NCLR—we strongly recognize the
importance of honoring our whole selves in our work.
NCLR understands that the liberation of LGBTQ+
people is deeply tied to the liberation of all people,
and our commitment to anti-racism is central to our
mission of equality and justice.”
Why does it matter? (cont.)
9Three angles on creating a more inclusive work
environment…
101. Creating an Internal Culture of Inclusion begins with
LEADERSHIP
The organization benefits when senior leaders express willingness to question policies that may not
consider intersectionality, or when senior team members actively encourage open, difficult discussions
around intersectionality, privilege, and oppression.
It really starts with the top leadership, making sure that folks know all the way
down that intersectionality is a top priority. How does an organization’s top
leadership reflect considerations of intersectionality in hiring practices,
promotions, and performance evaluations?”
Cornell Verdeja-Woodson
112. Provide Consistent Opportunities for Education and
Awareness
“In my work at both Google and Brave Trainings, I aim
to center the unique lived experiences of individuals
who live at the intersection of various layers of
oppression, especially queer, trans women of color,
while also recognizing that individuals can
simultaneously hold oppressed and privileged
identities. Organizations should look at the
businesses they are working with and conduct due
diligence. Do these businesses have a history of
discriminatory practices? While an organization may
not be able to change their clients’ policies, it will
reflect on their values and dedication to
intersectionality.”
Cornell Verdeja-Woodson
123. Complement Education with Internal Policy Change
Developing fully inclusive policies is a necessary next step in creating an intersectional workplace.
Organizations may find it useful to integrate intersectionality directly into their mission and values
statements. Strengthening anti-discrimination, transparency, and reporting policies is also critical—in
particular, a commitment to collecting data that includes intersectional identities is a straightforward
method for organizations to track their progress.[12]9
“Encourage a culture of critical love and organic education. Organizations
should commit to ongoing training and support through creating safe spaces for
informed conversations.”
Anthony Fortenberry
13Questions to Ask Yourself?
If you’re considering engaging with friends, family, coworkers, or colleagues around intersectionality, it’s
important to remember that the process of having difficult conversations does not begin or end with the
discussion itself. Preparing for a tough conversation about identity can improve your communication skills and
increase your confidence and help a more inclusive world.
How do you describe and experience intersections Is your Company/Organization applying workforce
of your race, gender, and sexual identity? initiatives through an intersectional lens?
What are the challenges you may be What are the challenges you may face due to
facilitating for others at the intersections of intersections of race, gender, and sexual
race, gender, and sexual identity? identity?
14You can also read
