A WORK180 feature campaign
Intersectionality is a concept for understanding how different aspects of people’s identities can overlap to create compounding experiences of discrimination and privilege.
In a workplace setting, where an intersectional lens is not applied to different aspects of the employee experience, it can lead to some individuals feeling excluded, isolated, misrepresented, and ultimately disengaged.
About this campaign
Gender, sexual orientation, race, age, disabilities, religion, national origin –among many other people’s identities– impact the opportunities and experiences of women* and non-binary individuals, often underrepresented.
This campaign showcase great examples of where Endorsed Employers have considered a full cross-section of experiences and had a positive impact on women* and non-binary individuals who might otherwise have been left behind.
- LGBTQI+** voices
- People with disabilities’ voices
- Racially, Ethnically, or Linguistically diverse people’ voices
Intersectionality by LGBTQI** voices
Intersectionality and coming out at work safely, by LGBTQI+ voices
22 fearless women* share their experience of being a member of the LGBTQI+** community in the workplace. Read how their employers supported them to feel genuinely heard, secure, and respected.
A guide to address intersectionality at work for LGBTQI+** women*
Women* members of the LGBTQI+** community share what they want and need from employers in order to feel supported and respected in the workplace. Share this guide to ignite the conversation about intersectionality at your organization.
Intersectionality by women* with disabilities’ voices
Gender & disability: Intersectional best practice in the workplace
According to the World Health Organization, there are over 1 billion people living with disabilities worldwide. Further, there is a significant skew in the rates of employment for people with disability, with 52.8% of men with disability being employed, while only 19.6% of women are employed.
Despite most of these people being women, there is still a very limited understanding of the intersection of gender and disability. This article explores how marginalization can be magnified as a result of these different layers of identity, through the eyes of nine women living these experiences.
Racially, Ethnically, or Linguistically diverse employees’ voices
A workplace guide to intersectionality: race/ethnicity & gender
In this article our investigations into intersectionality, we will be looking through the lens in which we can understand the intersections of gender and race, ethnicity and linguistic background in the workplace.
We will be looking at examples of employers who are supporting and celebrating diversity, and who have been proactive in creating a workplace culture that is inclusive and diverse. We will be hearing stories from people that highlight the importance of these supportive workplace environments. And most importantly we will be sharing the advice and best practice tips to ensure your workplace understands and addresses how race/ethnicity and gender compound inequalities in the workplace.
Featured Endorsed Employers
Bain & Company
Bank of Queensland
Great Southern Bank
Lloyds Banking Group
Philip Morris International