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Intersectionality in the Workplace: Broadening the Lens of Inclusion About the Gloria Cordes Larson Center for Women and Business (CWB)

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Intersectionality in the Workplace: Broadening the Lens of Inclusion About the Gloria Cordes Larson Center for Women and Business (CWB) A Curated Research Report Prepared by The Center for Women and Business at Bentley University Intersectionality in the Workplace: Broadening the Lens of Inclusion About the Gloria Cordes Larson Center for Women and Business (CWB) Advancing women and fostering workplace diversity, equity, and inclusion The CWB provides thought leadership • Corporate Culture, Unconscious • The Impact of Intersectionality and training on critical diversity, Bias, and Inclusive Leadership • Authentic Leadership and Team equity, and inclusion issues. CWB • Allyship, including Men in Development facilitators lead hundreds of sessions Partnership to Advance Women with businesses worldwide, providing • Effective Negotiations knowledge and tools to foster inclusive • Building Confidence and • Workplace Flex and Parental Leave organizations. Overcoming Unseen Barriers • Taking Employee Resource Groups Our dynamic programs focusing on • The Role of Courageous to the Next Level workplace inclusion range from strategic Conversations sessions for senior leaders to hands-on • Developing Diversity and Inclusion workshops for emerging professionals. • Mentorship, Sponsorship, and Metrics Topics include: Networks • The Multigenerational Workforce— • Talent Pipeline Issues from Entry Issues and Impacts Level to the Boardroom About This Report Table of Contents The understanding of workplace inclusion has evolved to recognize the Executive Summary . 2 importance of intersectionality. The experience of employees cannot be How Did We Get Here? . 3 understood through a one-dimensional lens. Instead, a culture of inclusion values and supports the multifaceted identities of employees and their Gender, Race, & Intersectionality . 5 unique perspectives and experiences. Pay Gap ........................5 In this report, the Gloria Cordes Larson Center for Women and Business Impact of Micro-inequities ..........6 presents a thorough review of current research and media coverage Gender, Race, and Leadership .......9 related to intersectionality. We begin by looking at the historical context of intersectionality and then explore the unique intersectional experiences of Sexual Orientation & Intersectionality . 10 individuals across key social identity markers. We consider the impact of Gender and People with Disabilities . 12 being The Only at work, and offer insight on an intersectional approach to leadership. We conclude the report with a checklist of interventions to Intersectionality & The Generational Impact . 14 enable organizational leaders and Human Resources to foster a culture of inclusion. Religion, Spirituality, & Intersectionality . 16 A few notes for the reader… Impact of Veteran Status . 18 • In this report, we capitalize all adjectives referencing ethnic or Role of Socio-Economic Status . .. 20 racial groups. Impact of Diversity of Thought . 21 • As much as possible, we remain true to our sources’ terms for identity A Minority of One . 22 markers, including but not limited to LGBTQ, lesbian, Black, African American, Hispanic, or Latninx. An Intersectional Approach to Leadership . 24 Interventions Checklist . 26 Glossary of Intersectionality Terms . 31 Papers and Reports Cited The CWB would like to acknowledge in this Report . 35 and thank YW Boston for their research support, and for organizing Intersectionality Resources and Readings Available Online . 40 and leading a focus group discussion. Winter 2019 Lead Author: Trish Foster, CWB Executive Director Layout/Editing: Anna Babbi Klein, CWB Program Director Research Support: Janelle Gee, CWB Program Assistant EXECUTIVE SUMMARY • We set the stage by providing historical perspectives, then explore the impact of Intersectionality describes the unique ways race, intersecting identities on employees. gender, class, ethnicity, sexual orientation, age, ability, status, and other social and demographic • Micro-inequities — subtle and often identities come together to inform peoples’ unintentional manifestations of unconscious lived experiences. Often, the resulting impact is bias — are discussed. discrimination, disadvantage, or oppression.1 • We devote separate sections to the impact of In this report, we explore intersectionality in the being a minority of one — The Only — and the workplace. The topic, sometimes referenced role of corporate leaders. in business settings as multi-dimensionality, is • Throughout the report, you will find Inclusive becoming increasingly important in corporate Actions, where we spotlight real-life impacts or diversity and inclusion (D&I) efforts, as D&I actions to mitigate inequities. practitioners and business leaders recognize that the key to creating an inclusive workplace • At the end of the report, readers will find two is recognizing and valuing the multitude of helpful sections: employees’ unique identities. A checklist of action items to address the Before diving in, it is critical for readers to note negative impacts of intersectionality. that intersectionality has its roots in social power, oppression, and marginalized individuals, and that A glossary of terms related to intersectionality, a Black female activist, attorney, and academic, diversity, and inclusion. Kimberlé Crenshaw, coined the term. We discuss To provide greater context to the rather limited its origins in greater length on page 3. research and media coverage on intersectionality On the following pages, we focus primarily on the and the workplace, we conducted focus groups intersection of gender and the following markers: with individuals whose lived experiences exemplify racial and ethnic identity; sexual orientation; intersectionality. Throughout the report, you will ability/disability; age; religion; veteran status; class find relevant excerpts and references to those status; and cognitive diversity. Because race and discussions. gender are so often the focus of intersectionality, much of the report is devoted to this topic. Intersectionality (is) a recognition that each part of a person’s multifaceted identity — race, ethnicity, gender and other traits – has a dramatic influence on the way they interact with employers and other institutions. While the various components of a person’s identity lend unique perspectives on work and life, they can 2 also lead to distinct career obstacles or discrimination. The Diversity Wheel — Lauren Hepler, “Expanding the Definition of Diversity in the Corporate World.” San Francisco Business Times, June 14, 2018 2 HOW DID WE GET HERE? It isn’t a new concept, yet intersectionality During the 1990s, protections for people has only recently become part of diversity and with disabilities expanded. The Americans inclusion (D&I) discussions in the workplace. with Disabilities Act was passed, and with it, Understanding why requires a bit of historical employers were now required to provide equal perspective. access to employment opportunities and benefits and to ensure accommodations. The law provided The 1960s and ‘70s ushered in affirmative protections beyond the workplace, prohibiting action, equal employment laws based primarily discrimination against individuals with disabilities on race and gender, and the earliest employee in all areas of public life.6 resource groups (ERGs) — often called affinity groups at that time.3 From the beginning, the Civil Since 2000, we’ve seen more progress for Rights Movement treated Black Americans as a LGBTQ rights in the workplace. Certainly, monolithic group and the Women’s Movement legislative and private remedies remain insufficient treated all women, regardless of color, as having — with state and federal laws often unclear, similar goals and facing similar inequities. Women inconsistent, and unenforced.7 However, the of color, and particularly Black women, were Human Rights Campaign (HRC) monitors enlisted by both movements and fought on both protections via its Corporate Equality Index fronts, yet did not fully benefit from either.4 and estimates that 91 percent of Fortune 500 businesses now have non-discrimination policies By the 1980s, businesses were more on the basis of sexual orientation, while 83 routinely adopting formal diversity initiatives to percent have non-discrimination policies based on increase representation of women and other gender identity.8 underrepresented groups in the workplace. And in 1989, Kimberlé Crenshaw, law professor, feminist The 2000s have been marked by other significant legal theorist, and civil rights activist, coined the developments: term intersectionality in recognition of the unique • In 2013, Sheryl Sandberg urged women to experience Black women were having in the Lean In, with her best-selling book of the same workplace. She observed the way Black women name. It not only encouraged women to push had to categorize themselves either by race or for workplace opportunities and leadership, by gender — never by both — when making and generated wider recognition of women’s legal claims of discrimination (despite the fact potential in the workplace, but it also spawned that the combination of the two identities was the the now ubiquitous Lean In Circles — support underlying reason for the lawsuits).5 groups where women can share career ideas Case in point: at a GM plant, Black men were and advice, gain skills, and experience solidarity. given all of the factory floor jobs and White But the Lean In movement also put a spotlight women were given all of the secretarial positions, on the often starkly different work experiences leaving Black women without options. Because between White women and
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