Coined by Dr. Kimberle Crenshaw in 1989, the term “intersectionality” is just now gaining more traction in our healthcare equity, diversity, and inclusion discussions. Fundamentally, intersectionality is a metaphor for understanding the ways that multiple forms of inequality or disadvantage compound to create an entirely different experience that brings a greater dynamic of oppression.
The more education and strategy sessions I lead, the more I realize how important understanding this concept is in today’s landscape.
When we use a singular-identity approach, i.e segregate individuals into groups based on a presumed dominant identity characteristic (race OR gender OR ability OR sexual identity OR socioeconomic status, etc.), we can greatly undervalue how multiple characteristics intersect with systems and structures of power to shape a person’s experience.
Even with the best intentions, efforts for inclusion can become exclusionary when the disparate experiences of those who face multiple forms of marginalization are ignored.
The foundations of intersectionality are rooted in the cross-section of race and gender, particularly focused on the realities and experiences of Black women.
In a 2004 interview with Perspectives, Dr. Crenshaw shared another avenue for understanding this metaphor:
At the end of this imagery, the woman is asked “which one of us do you need?” to which she replies “I don’t know, I just need help.” Both ambulances, sticking to their own singular-focused agenda, drive away, leaving the women in the intersection. And nothing is done.
As leaders, you may have encountered opportunities for intersectional considerations far more often than you recognize. It’s never too late to incorporate this into your efforts and leadership decision-making.
Here are a few resources to get you started:
1) A Primer on Intersectionality
Need a comprehensive primer? Check out this deep dive from the African American Policy Forum, co-founded by Dr. Crenshaw herself. Download the AAPF Primer on Intersectionality PDF (opens in a new tab)
2) How to Build An Intersectional Approach to Talent Management – Harvard Business Review Article
Want to incorporate intersectionality into your system of hiring and retention? Check out insights from our friends at the Harvard Business Review.
3) Intersectionality: A Fun Guide
More of a visual learner? This infographic from Miriam Dobson outlines the cartoon story of Bob – a Triangle who also has Stripes. Download the PDF here (opens in a new tab).
I implore everyone in our ODLC community to study intersectionality, recognize when efforts are inadvertently exclusionary, and role model this next level of inclusive, effective leadership.
As always, let us know how ODLC can support you in forming actionable steps forward. We got you!
Let’s Get To Work,
Dr. Erica Taylor
ODLC Founder
