Approaching Intersectionality in the Workplace Tip Sheet
Intersectionality addresses the complexity of being an individual by recognizing that everyone has multiple aspects to our identity. “Intersectional Equity” is a term that was originally coined in 1989 by Kimberlé Williams Crenshaw. The theory behind intersectionality is that we cannot approach DEI with a singular lens because every individual encompasses many components of identity and cannot be reduced to just one-dimensional aspect.
Defining Intersectionality: A Guide for the Workplace
In the workplace, an understanding of the intersectionality definition and the realities it produces helps us recognize the different ways in which people experience workplace policies.
An Intersectional Approach to DEI
Using intersectionality as part of common DEI language affirms the need to recognize employees for their whole selves. It’s important to acknowledge all aspects of an individual’s identity because combined, each can shape how they experience the world and the workplace.
Undertstanding Intersectionality: The Missing Piece in the Equity Puzzle
The theory behind intersectionality is that we cannot approach DEI with a singular lens because every individual encompasses many components of identity and cannot be reduced to just one dimensional aspect.
What is Intersectionality? Microlearning
This short, interactive microlearning and discussion guide defines intersectionality and why it is important to understand why it matters.
Canwen Xu: I am Not Your Asian Stereotype
Growing up in the US in predominantly white communities, Canwen Xu struggled to reconcile her American and her Chinese identities. She explains the unique ways that racial bias affects Asian Americans — and shares how she has learned to embrace all of the different parts of her background.
Ash Beckham: We’re All Hiding Something.
In this touching talk, Ash Beckham offers a fresh approach to empathy and openness. It starts with understanding that everyone, at some point in their life, has experienced hardship. The only way out, says Beckham, is to open the door and step out of your closet.
Mariana Atencio: What Makes You Special?
When journalist Mariana Atencio was seven, her father sent her from her home in Venezuela to a summer camp in Brainerd, Minnesota. Unsurprisingly, she was treated like an outsider. Over the course of many more such camps and a senior year in an American high school, she discovered that the best way to belong was to embrace the qualities that made her different. In this deeply personal talk, Atencio describes how these early lessons helped her succeed as an immigrant and as a journalist.
Emily Jaenson: 6 Tips for Building your Confidence
Making your mark in a world increasingly defined by strong or even overbearing personalities can be a daunting prospect even when you know it’s essential to getting ahead. In this inspiring talk, Emily Jaenson examines her journey from timid undergrad to senior executive in the male-dominated field of sports management to illustrate actionable tips on asserting yourself and fulfilling your potential.
Nedra Glover Tawwab: Your 3-step Guide to Setting Better Boundaries at Work
Know you should establish clear limits at work but not sure how to do it? Here are a few strategies from relationship therapist and author Nedra Glover Tawwab that can help you feel more empowered and less overwhelmed, both on and off the job.
The Impact of Code-Switching on Authenticity and Belonging
Belonging is something all humans crave. And often we find ourselves navigating different social situations, feeling comfortable and accepted for who we are in some and needing to hide parts of ourselves in order to “fit in” or achieve acceptance in others. In those situations where we lack a sense of psychological safety, we may change our linguistic and behavioral patterns to adapt and connect with others. This is known as code-switching, and it raises important questions about authenticity and belonging.
Covering, Code-Switching and The Imposter Syndrome Virtual Classroom
Covering, Code-Switching and The Imposter Syndrome Virtual Classroom is a 90-minute training that introduces participants to the concept of covering, why we do it and what can be done to foster workplaces where people can be more authentic.
It’s common practice for employees to reflect organizational norms and values to fit in and move ahead. But when employees whose backgrounds, values and perspectives differ from those of the dominant employee groups, this can be particularly challenging and stressful – and authenticity often comes at a price. If the upside of authenticity is a greater sense of overall wellbeing, then how do we manage the downside? Here are some tips to pursue authenticity at work.
Covering, Code-Switching & The Imposter Syndrome: How we Hide at Work
When employees are concerned about being judged or discriminated against for their unique identities, they’ll often hide or mask parts of themselves in order to fit in. This behavior is exhausting and requires constant thought and energy that is dedicated to actively obscuring their thoughts, opinions, and feelings in an effort to feel accepted by their colleagues. Covering, code-switching and the imposter syndrome are all ways in which we hide or downplay who we are, what’s important to us and how we present ourselves.
Covering, Code-Switching & The Imposter Syndrome Microlearning
This short, interactive microlearning and discussion guide takes a deeper dive into the concepts of covering, code-switching and the imposter syndrome and how they impact the way we show up at work.
The CNBC|Momentive survey found the majority of workers (72%) say morale among coworkers is either “excellent” or “good,” up three points from May 2022 (69%) and up from 64% year over year, and that morale has increased among nearly all workers, regardless of gender, race or job level…. This content is for members only.Login Join...
To better understand the importance of workplace culture, SHRM conducted a study in 12 countries to identify workplace trends across the globe. SHRM found, by and large, that workplace culture remains positive across the 12 countries. Even a pandemic couldn’t wreak havoc on workplace culture, which speaks to the strides that organizations have made in…...
Measuring Diversity, Equity, and Inclusion in Your Workplace by Survey Monkey
“What gets measured gets done.” This mentality will help you grow your company in a direction that encourages, creates, and supports a diverse working environment where employees feel valued and heard…. This content is for members only.Login Join Now...
The DEI Sample Scorecard provides a comprehensive list of both quantitative and qualitative metrics you can use to measure the impact of your DEI efforts.
ERG Sample Scorecard
The ERG Sample Scorecard provides a comprehensive list of metrics you can use to measure the impact of your ERG…. This content is for members only.Login Join Now...
Measuring the impact of DEI and progress towards your goals is a critical success factor. Metrics are the best way to solidify focus and commitment, to demonstrate ROI, and to signal when to pivot, where to stay the course, and what to change. Here are some tips for measuring DEI impact in your own organization…....
Metrics matter. It is the best way to solidify focus and commitment, to demonstrate ROI, and to signal when to pivot, where to stay the course, and what to change. But what we measure is just as important as the mere act of measuring in the first place…. This content is for members only.Login Join...
DEI is one of the most effective ways to increase innovative thinking, boost employee engagement, and ultimately drive performance and superior business results. Yet despite compelling data, organizations often struggle with the gap between effort and outcomes and can find it difficult to achieve sustainable change and demonstrate ROI. One key piece of the ROI…...
Jodi-Ann Burey: The Myth of Bringing Your Full, Authentic Self to Work
Calls for authenticity at work ask for passionate people with diverse, fresh perspectives who challenge old ways of thinking. But too often workplace culture fails to support the authenticity of professionals of color and other underrepresented groups, leading instead to backlash and fewer opportunities. Writer Jodi-Ann Burey outlines steps toward exposing privilege and achieving true equity on the job — and implores those in leadership positions to accept responsibility for change.
Tips for Supporting Authenticity at Work
Supporting authenticity at work requires systemic change at the organizational level. Here are some tips to support authenticity in your organization.
Cracking the Authenticity Code
Authenticity has long been the subject of conversations focused on leadership and more recently on the individual contributor. Research suggests that when employees feel like they belong and can bring their true authentic selves to work there are benefits. But simply inviting people to be authentic at work creates unrealistic expectations, putting the burden on the individual to shed their protective mask despite the consequences.
When we feel comfortable bringing our authentic selves to the workplace, we’re more effective at building meaningful relationships, we’re more focused on our work, we’re more successful, we feel better, perform better and are in overall better health. In short, authenticity is better. Furthermore, inclusion happens when and only when everyone feels comfortable being who they are, and everyone is accepted for who they are.
Responding with Emotional Intelligence Exercise
This exercise uses independent work and dialogue to explore the difference between sympathy, empathy, and compassion – and understanding that different situations may call for different reactions or responses.
Empathy in a Hybrid Workplace Microlearning
This short, interactive microlearning explores how important empathy is in a hybrid workplace.
Empathy is the ability to recognize and share other people’s emotions, and to understand their perspectives and what they might be thinking or feeling. Empathy fuels connection and is driven by our ability to accept another person’s perspective without judgment or disregard.