Why intersectionality Matters

Corin Ramos: Focusing on identity is a simplified way of looking at it. You can have multiple identities, but the difference is how those identities are affected by deep-rooted institutional racism or bias. A lot of times, people think of intersectionality as only gender and race intersecting. They forget about things like sexuality, ability, age, immigration status—all these different identities that can interplay and are subject to systems of power that privilege certain people over others. Leaders should work to dismantle these oppressive systems of power.

Ramos: The George Floyd protests ignited candid discussions about police brutality and other inequities in society, including at work. Especially in the United States, employees of color and those who identify with intersections of different identities are saying, “We've had enough. We want some real change. And we're holding leaders accountable.”

Ramos: Catalyst has done a lot of research on emotional tax at work. It's about feeling different from the rest of the group and being on guard against potential bias, plus the risks to your wellbeing that come along with that state. People across intersections of race, ethnicity, gender, and other aspects of identity are vulnerable to these risks. And when their identities and unique challenges or differences are not addressed, they may feel unsafe in the workplace and experience intent to quit their job. High turnover can be a problem for companies with employees who experience emotional tax.

Ramos: A good example is the commonly used phrase “women and people of color.” When you say “women” as a separate category from “people of color,” you imply that you're only talking about white women. We should try to step away from shorthand—if you're addressing “Black women,” or “women of color,” then use those words. Another example is when referring to the LGBTQ+ community. You could instead use a term like “QPOC” (queer people of color), which acknowledges the differences in the struggles that QPOC have from white LGBTQ+ community members. The goal is to be as precise as you can in your language.

Ramos: As a manager, the first step is to admit you don’t know anything about intersectionality. That way, you can be open to learning not only about identities but also systems of power and how they affect people who have intersecting identities. As a company leader, don’t assume you’ve done everything you can do. If you have a diversity and inclusion department, or if you’ve attempted to make a safe space to communicate hard issues, don’t say that that's all you can do. This is an ongoing process. Even if your culture in the workplace has changed, does that mean you're going to stop making an effort? Marking an end date on your initiatives is one of the biggest mistakes leaders make.