A black woman may experience different forms of discrimination due to her gender and the colour of her skin compared to a black man or a white woman. While a black woman is confronted with both racist and sexist prejudice, a black man may mainly face racism and a white woman mainly sexism. This combination of discrimination leads to particular challenges for black women in different areas of their life.
Social categories and diversity characteristics, such as gender, ethnicity, disability, sexual orientation, age, religion and social class, intersect and jointly influence people's experiences of discrimination. These dimensions of identity often reinforce each other, which means that discrimination and inequality can occur on several levels simultaneously. Individual forms of discrimination such as sexism, racism, homophobia or ableism cannot be viewed in isolation. Rather, it is crucial to understand how they interact to understand the challenges that arise for specific individuals and groups. (Source: Charta der Vielfalt)
Another example is the intersection between religion and sexual orientation. Religious minorities such as Muslim or Jewish people who also identify themselves as part of the LGBTQIA+ community can experience a particular type of discrimination. These individuals may be ostracised because of their religious affiliation while experiencing homophobia within their religious communities. The discrimination they experience is unique to the intersection of their religious identity and sexual orientation - representing a form of multiple discrimination that cannot be accounted for by religion or sexual orientation alone.
The term was coined by professor and legal scholar Kimberlé Crenshaw. She investigated how black women have filed lawsuits against discrimination in court. She found that black women are often treated differently than white women or black men. Often these distinctions were not recognised as discrimination.
Crenshaw referred to this type of discrimination as “intersectionality”, as it results from the fusion of racism and sexism. The word is derived from the term “intersection” and refers to the interactions between different characteristics such as gender, ethnicity and class.
Intersectionality illustrates that discrimination cannot be viewed in isolation. In order to fully understand social inequalities and develop interventions against multiple discrimination, it is crucial to consider the complex intersections of identity characteristics. (Source: Crenshaw, 1989)
Multiple discrimination or interdependence, referring to the co-dependence and interplay of different social categories and identity characteristics. This means that different social characteristics such as gender and origin impact one another.
The term “intersecting identities” is often used interchangeably with intersectionality. However it differs in the way that the theory of intersectionality refers specifically to power, privilege, social hierarchy and systemic oppression.
A one-sided and hierarchical perspective on Diversity and discrimination will often result in inequalities not being fully recognised and addressed. This can lead to equality and inclusion measures being less effective and create blind spots in diversity strategies. Companies that do not consider intersectionality risk overlooking certain employees or failing to adequately consider their needs.
Despite the increasing recognition of diversity and inclusion, there are still major challenges in dealing with intersectionality in the workplace. Many companies focus on individual diversity dimensions such as gender or ethnicity and neglect the complex intersections between these factors. As a result, the specific challenges arising from multiple discrimination are not sufficiently taken into account.
In addition, complex experiences of discrimination are still not sufficiently recognised by the law. Such gaps in legal protection make it clear that legislation often does not provide the necessary justice for people who experience multiple grounds for discrimination.
Another problem is the lack of sufficient data and measurement tools to record and monitor the effects of intersectional discrimination. Without accurate data, it is difficult to develop targeted interventions and measure progress in promoting intersectionality in the workplace. In addition, companies tend to focus their resources on more general diversity initiatives, while specific measures to support employees who find themselves in several categories of social identities are often neglected. (Source: A World of Diversity)
An intersectional perspective is crucial to creating a truly equitable corporate culture. In other words, diversity, equality and inclusion must be viewed through an intersectional lens. An intersectional approach helps to effectively address systemic inequalities and promote a more equitable work environment. (Source: Lawson, 2023)
Past, Present, Future: Consider historical and contemporary contexts to better understand origin, ethnicity, gender, social status and other forms of marginalisation.
Historical Power Structures: Recognise the mechanisms of oppression and discrimination, such as patriarchy and colonisation, that shape today's inequalities.
Intersectional Feminism: Use intersectional feminism as a tool and method to ensure equal rights and opportunities for all.
Intersectionality as a Prism: Consider intersectionality as a flexible prism that places lived experiences at its center and guides your actions.
Linguistic Equity: Ensure that all voices are heard and that no single language or form of expression is favoured.
Genuine Participation: Promote meaningful participation by addressing power structures and ensuring representation of all relevant voices.
Listen and Understand: Attentively listen so that you understand and respectfully integrate the experiences and perspectives of all employees.
Practice Flexibility: Be prepared to adapt to new insights flexibly and to continuously reflect and adapt your approaches.
Linking Theory and Practice: Combine theoretical concepts with practical applications to develop sustainable and equitable practices.
