Why 'DEI' must include Intersectionality

Diversity, Equity, and Inclusion (DEI) have become foundational pillars for organizations striving to create fair and inclusive workplaces. But there’s a critical concept that often gets overlooked in these efforts: intersectionality.

Coined by legal scholar Kimberlé Crenshaw, intersectionality recognizes that people’s identities—such as race, gender, sexual orientation, disability, and more—overlap and create unique experiences of privilege or discrimination.

When DEI initiatives fail to address intersectionality, they risk missing the mark. For example, an initiative focused solely on gender equity might unintentionally overlook the distinct challenges faced by women of color, LGBTQ+ women, or women with disabilities. To truly embrace inclusivity, organizations must embed intersectionality into their DEI strategies. Here’s why it matters.

1. No One Is Just One Thing
People’s identities are multifaceted. A Black lesbian professional doesn’t experience her race, sexual orientation, or gender in isolation—these aspects of her identity intersect and shape her lived experiences in unique ways.

Without acknowledging these intersections, organizations can inadvertently treat DEI as a checklist rather than a nuanced effort. For example, an LGBTQ+ inclusion initiative that primarily focuses on cisgender gay men may overlook the unique needs of transgender or nonbinary employees, especially those who are also people of color.

Incorporating intersectionality into DEI efforts ensures that all voices are heard, and no one is left behind. It allows organizations to address the specific challenges faced by employees at the intersections of multiple marginalized identities, creating a workplace where everyone feels seen and supported.

2. Intersectionality Drives Better Outcomes
When DEI efforts account for intersectionality, they’re more likely to achieve meaningful, lasting impact. Why? Because they address the root causes of inequity rather than applying one-size-fits-all solutions.

Consider this: LGBTQ+ professionals who are also part of other marginalized groups often face compounded challenges in the workplace. A Black transgender employee, for instance, may experience both racism and transphobia in ways that are deeply intertwined. Addressing these layered experiences requires tailored approaches, from ensuring inclusive policies to fostering safe spaces where employees can share their experiences without fear of judgment.

Intersectional DEI initiatives not only improve the experiences of employees but also contribute to better organizational outcomes. Teams that embrace diversity at all levels are more innovative, more engaged, and better equipped to serve diverse customers.

3. It Signals Authentic Commitment
Employees—and the world at large—can quickly spot when an organization’s DEI efforts are performative. Failing to include intersectionality sends the message that inclusivity is surface-level, which can harm morale and damage an organization’s reputation.

By integrating intersectionality into your DEI strategy, you show that your commitment to inclusion is genuine and comprehensive. This not only builds trust among employees but also helps attract top talent, particularly from underrepresented groups who are seeking workplaces where they can thrive as their authentic selves.

4. Intersectionality Amplifies All Voices
DEI isn’t about prioritizing one group over another; it’s about creating equity for everyone. Intersectionality ensures that initiatives don’t inadvertently favor one group while leaving others behind. For example, when LGBTQ+ inclusion efforts are intersectional, they account for the fact that a Latina lesbian might face very different workplace challenges than her white gay male counterpart.

This broader, more inclusive approach fosters a culture where all voices are amplified and valued. Employees who see their full selves reflected in their organization’s policies and culture are more likely to feel engaged and empowered.

A final thought
Intersectionality is not an optional add-on to DEI; it’s a fundamental part of building truly inclusive workplaces. By recognizing and addressing the unique experiences of employees with intersecting identities—whether they’re LGBTQ+ professionals, people of color, or individuals with disabilities—organizations can create environments where everyone has the opportunity to thrive.

When DEI includes intersectionality, it moves beyond tokenism and into the realm of real, transformative change. It’s time for businesses to embrace this perspective—not just because it’s the right thing to do, but because it’s the smart thing to do. After all, an inclusive workplace is a stronger workplace, and intersectionality is the key to unlocking its full potential.