{"id":2674,"date":"2025-02-03T11:27:25","date_gmt":"2025-02-03T05:57:25","guid":{"rendered":"https:\/\/breathbeings.in\/enrich\/?p=2674"},"modified":"2025-02-04T14:59:28","modified_gmt":"2025-02-04T09:29:28","slug":"why-intersectionality-must-be-at-the-core-of-deib-strategies","status":"publish","type":"post","link":"https:\/\/breathbeings.in\/enrich\/why-intersectionality-must-be-at-the-core-of-deib-strategies\/","title":{"rendered":"Why Intersectionality must be at the Core of DEIB Strategies"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"2674\" class=\"elementor elementor-2674\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-62d879c8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"62d879c8\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-545626d\" data-id=\"545626d\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-7e0d7b2 elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"7e0d7b2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.16.0 - 20-09-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>In 1977, a group of Black women in St. Louis brought a groundbreaking case against General Motors.<\/p><p>Their demand was simple. They wanted the right to be hired.<\/p><p>At the time, General Motors employed white women in clerical roles and Black men on the factory floor. This left Black women excluded from both categories.<\/p><p>So, Emma DeGraffenreid along with four of her Black female co-workers filed a lawsuit claiming discrimination on the basis of both race and gender. But the court dismissed their case, arguing that race and gender were separate issues, and addressing how they intersected wasn\u2019t part of the legal framework.<\/p><p>The DeGraffenreid v. General Motors case is now an integral part of discussions around systemic bias. Because it exposed a more disturbing issue &#8211; systems, even those created to prevent discrimination, often fail to account for people who live at the crossroads of multiple marginalized identities.<\/p><p>Today, decades later, we&#8217;ve not moved far from situations that DeGraffenreid and her peers fought for. Workplaces continue to grapple with similar gaps as most\u00a0<a href=\"https:\/\/www.breathbeings.in\/diversity-inclusion-training.php\" target=\"_blank\" rel=\"noopener\">DEI training<\/a>\u00a0initiatives tend to focus on single-axis identities. As a result, employees with intersecting identities often find themselves navigating unique challenges that remain invisible to traditional DEIB efforts.<\/p><p>This is where the concept of intersectionality comes to the fore.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-78f5840 elementor-widget elementor-widget-heading\" data-id=\"78f5840\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.16.0 - 20-09-2023 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h2 class=\"elementor-heading-title elementor-size-default\">What is Intersectionality?<!-- notionvc: e07ec68e-5a7a-4355-84cc-0bc516dd18f3 --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3b8a88e elementor-widget elementor-widget-text-editor\" data-id=\"3b8a88e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Intersectionality, a concept originally introduced by UCLA professor of law Kimberl\u00e9 Crenshaw in 1989, is the framework that examines how various aspects of a person\u2019s identity such as race, gender, class, ability, or sexuality intersect to create unique experiences of discrimination or privilege. Crenshaw used the term to highlight how Black women often face compounded discrimination, shaped by both racism and sexism, in ways that are distinct from what Black men or white women experience.<\/p><p>In workplaces, this translates to understanding that employees are not defined by a single identity. A queer woman of color, for instance, may encounter both homophobia and racial bias, creating challenges that neither LGBTQ+ initiatives nor racial equity programs, in isolation, can fully address.<\/p><p>Intersectionality pushes organizations to move beyond surface-level approaches and instead view people as the complex individuals they are.<\/p><p><!-- notionvc: 3cce9a14-fe5f-40c7-b83a-6caabbb8bf94 --><\/p><p><!-- notionvc: fa00d722-0eda-4258-b3a4-4cd5f5f575d9 --><\/p><p><!-- notionvc: d37f0f5e-9feb-4a23-a8ae-11a6430284af --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8a73758 elementor-widget elementor-widget-heading\" data-id=\"8a73758\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Why Intersectionality Matters in DEIB<!-- notionvc: 0259862a-617f-4b19-8ab7-82edadb5e9cd --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-06039dd elementor-widget elementor-widget-text-editor\" data-id=\"06039dd\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Traditional DEIB efforts often fall into the trap of addressing one dimension of diversity at a time. For instance, leadership programs may focus on women but fail to consider the unique challenges faced by queer women who face higher rates of microaggressions than either heterosexual women or men.<\/p><p>Similarly, racial equity initiatives often don\u2019t account for how gender, disability, or sexual orientation compounds the experience of racism. This siloed approach leaves significant gaps, particularly for employees with multiple marginalized identities.<\/p><p>Workplace policies, such as parental leave or health benefits, often reflect a one-size-fits-all approach, leaving\u00a0<a href=\"https:\/\/www.breathbeings.in\/lgbtq-awareness-training.php\" target=\"_blank\" rel=\"noopener\">LGBTQ+<\/a>\u00a0employees or single parents without the support they need. Without intersectionality, DEIB strategies risk alienating employees who don\u2019t fit neatly into one category of diversity. Inclusion that&#8217;s mindful about intersectionality makes sure employees have an equitable voice and experience.<\/p><p><!-- notionvc: 972ef6ce-4d03-4d8c-9d67-bcb0004610ee --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e859bb4 elementor-widget elementor-widget-heading\" data-id=\"e859bb4\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The Cost of Ignoring Intersectionality<!-- notionvc: 7479f370-6ea4-46cf-9b01-81dfbc402463 --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4f98505 elementor-widget elementor-widget-text-editor\" data-id=\"4f98505\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>When intersectionality is left out of DEIB strategies employees who feel unseen or unsupported are more likely to leave, leading to significant talent attrition. Those who remain may disengage, resulting in reduced productivity and innovation. Over time, a lack of intersectional awareness erodes psychological safety, leaving employees hesitant to voice their ideas or concerns.<\/p><p>This failure also damages trust. When employees see that DEIB initiatives only address surface-level issues, they perceive the organization as performative, harming both morale and reputation.<\/p><p><!-- notionvc: 53d56388-9d42-4701-840c-bdb9112af60e --><\/p><p><!-- notionvc: 2bce0529-1ef3-4528-96f8-50bc9dd92ffe --><\/p><p><!-- notionvc: f939fd32-2b73-4160-8786-ffc05923e83c --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6c46fde elementor-widget elementor-widget-image\" data-id=\"6c46fde\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.16.0 - 20-09-2023 *\/\n.elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=\".svg\"]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block}<\/style>\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2025\/02\/2-1024x1024.png\" class=\"attachment-large size-large wp-image-2675\" alt=\"A light purple background features a wooden signpost with directional arrows pointing to various social categories - Age, Gender, Language, Religion, Education, Caste, and Disability. A cartoon drawing of a person with their head tilted, looking perplexed, stands to the right of the signpost. The figure is wearing a pink button-down shirt and white shorts.\" srcset=\"https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2025\/02\/2-1024x1024.png 1024w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2025\/02\/2-300x300.png 300w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2025\/02\/2-150x150.png 150w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2025\/02\/2-768x768.png 768w, https:\/\/breathbeings.in\/enrich\/wp-content\/uploads\/2025\/02\/2.png 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9fceac1 elementor-widget elementor-widget-heading\" data-id=\"9fceac1\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">How to Address Intersectionality in the Workplace<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-40af50c elementor-widget elementor-widget-text-editor\" data-id=\"40af50c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Embedding intersectionality into DEIB strategies requires deliberate effort and accountability. Here\u2019s how organizations can begin:<!-- notionvc: 1158b293-967b-4109-98dc-4dc1c85bde33 --><\/p><p><!-- notionvc: 360955c4-5132-49ce-8270-4758b15866f8 --><\/p><p><!-- notionvc: f939fd32-2b73-4160-8786-ffc05923e83c --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-6b75504 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"6b75504\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5ed6712\" data-id=\"5ed6712\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-f262670 elementor-widget elementor-widget-heading\" data-id=\"f262670\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><span data-token-index=\"0\" class=\"notion-enable-hover\">1. Collect Intersectional Data<\/span><!-- notionvc: 359bfcd8-08ca-4140-b7e0-192d226ff5f6 --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-8a89a1b elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8a89a1b\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-cd23bc9\" data-id=\"cd23bc9\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-05285f4 elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"05285f4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Data is at the heart of effective DEIB strategies, but it must go beyond basic demographics. Analyze how employees with intersecting identities experience recruitment, retention, promotions, and workplace culture. Surveys and focus groups should allow employees to share nuanced feedback anonymously, providing insights into areas where inequities persist.<!-- notionvc: 7abdb88e-1752-40ee-9a9e-f5ef8b6f3fb8 --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-b59d6b5 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"b59d6b5\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2db60a7\" data-id=\"2db60a7\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-997ade4 elementor-widget elementor-widget-heading\" data-id=\"997ade4\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><span data-token-index=\"0\" class=\"notion-enable-hover\">2. Build Safe Spaces<\/span><!-- notionvc: 4f6fcca2-f6e0-4d33-9304-b1d6b32ba719 --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-290388c elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"290388c\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2e3d364\" data-id=\"2e3d364\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9be893f elementor-widget elementor-widget-text-editor\" data-id=\"9be893f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Psychological safety is critical for fostering inclusion. Employee resource groups (ERGs) tailored to intersectional identities such as LGBTQ+ professionals or disabled women in leadership can provide vital support. So can partnering with diversity and inclusion training consulting companies. Engage these groups regularly to ensure their voices influence organizational decisions.<!-- notionvc: e267ccb8-126c-461b-9f49-655de600c122 --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7a3a91a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7a3a91a\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-ae5e37f\" data-id=\"ae5e37f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-647768d elementor-widget elementor-widget-heading\" data-id=\"647768d\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><span data-token-index=\"0\" class=\"notion-enable-hover\">3. Review Policies and Practices<\/span><!-- notionvc: 1fa1a060-320d-4c25-adc8-f3091e55275e --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-512947b elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"512947b\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-353b865\" data-id=\"353b865\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-d09ab5d elementor-widget elementor-widget-text-editor\" data-id=\"d09ab5d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>From hiring to performance reviews, every policy should be examined through an intersectional lens. For instance, ensure that anti-harassment policies address not just gender but also race, sexuality, and disability. Policies must account for the unique challenges faced by employees at the intersection of multiple identities.<!-- notionvc: 1905874a-96d6-4466-a5bb-d24a8fc6ba88 --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-8b4dc0f elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8b4dc0f\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-0443060\" data-id=\"0443060\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e850a6b elementor-widget elementor-widget-heading\" data-id=\"e850a6b\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><span data-token-index=\"0\" class=\"notion-enable-hover\">4. Leadership Accountability<\/span><!-- notionvc: 20fadf7f-c7e6-4874-971b-a81d90c9acfe --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-daa9a8a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"daa9a8a\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4638f15\" data-id=\"4638f15\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-6f22115 elementor-widget elementor-widget-text-editor\" data-id=\"6f22115\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Leadership buy-in is crucial for sustained change.&nbsp;<a href=\"https:\/\/www.breathbeings.in\/diversity-inclusion-training.php\" target=\"_blank\">Diversity and inclusion training for leaders<\/a>&nbsp;should specifically address intersectionality, equipping them to recognize and challenge overlapping biases. Accountability mechanisms, like tying DEIB outcomes to leadership evaluations, can ensure progress.<!-- notionvc: 1ee5bef5-6210-42b2-8bf5-2f4effac9406 --><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-53da6be elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"53da6be\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-29e6459\" data-id=\"29e6459\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ce515f6 elementor-widget elementor-widget-heading\" data-id=\"ce515f6\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><span style=\"font-weight:600\" data-token-index=\"0\" class=\"notion-enable-hover\">5. Amplify Diverse Voices<\/span><!-- notionvc: 99ba1eea-aaa9-4580-bd04-3475332dc1db --><\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-606c72c elementor-widget elementor-widget-text-editor\" data-id=\"606c72c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>Representation matters, but it must be meaningful. Ensure that leadership teams and decision-making bodies include people from a wide range of intersectional identities. Partnering with diversity and inclusion consulting companies in India or globally can help design strategies to achieve this.<\/p><p>Discrimination runs at various levels. If you&#8217;re keen on retaining valuable and truly diverse talent, then intersectionality needs to be the core of your inclusion strategies. And isn&#8217;t that the best way to really celebrate differences?<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-11bd657 elementor-align-center elementor-widget elementor-widget-button\" data-id=\"11bd657\" data-element_type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/www.breathbeings.in\/#talk-to-us\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-text\">Get in touch to build a DEIB strategy tailored to your organization<\/span>\n\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Intersectionality, a concept originally introduced by UCLA professor of law Kimberl\u00e9 Crenshaw in 1989, is the framework that examines how various aspects of a person\u2019s identity such as race, gender, class, ability, or sexuality intersect to create unique experiences of discrimination or privilege. Crenshaw used the term to highlight how Black women often face compounded discrimination, shaped by both racism and sexism, in ways that are distinct from what Black men or white women experience.<br \/>\nIn workplaces, this translates to understanding that employees are not defined by a single identity. A queer woman of color, for instance, may encounter both homophobia and racial bias, creating challenges that neither LGBTQ+ initiatives nor racial equity programs, in isolation, can fully address.International Women\u2019s Day (IWD) 2025 is just a few weeks away and this year&#8217;s theme is &#8220;Accelerate Action.&#8221; The United Nation\u2019s theme, too, calls for action that ensures &#8220;For ALL women and girls: Rights. Equality. Empowerment.<\/p>\n","protected":false},"author":2,"featured_media":2675,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","footnotes":""},"categories":[1,19],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Why Intersectionality must be at the Core of DEIB Strategies - Breath Being<\/title>\n<meta name=\"description\" content=\"The DeGraffenreid v. 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