Why Diversity Is Important In The Workplace: Learn 3+ Benefits For Your Business Branding
A buzzword of sorts, “diversity” has become a trend as of late. But diversity within an organization deals with how its members relate to each other while taking into consideration their backgrounds, ethnicities, cultures, religious beliefs, sexual orientations, etc. Unfortunately, the trendiness of diversity in the workplace today can overshadow its importance. When this happens, companies and their team members may miss out on the value and depth that an inclusive and diverse organization brings. Let’s look at precisely what is meant by diversity in the workplace and why it’s so important. What Is the Meaning of Diversity? To different people, diversity can have various meanings. What’s more, people may have different connotations about diversity in the workplace than they do regarding diversity in general. Are they the same? Are there different types of diversity? Why is diversity so crucial within an organization? Let’s get some answers. Four Types of Diversity In a very vague sense, the four types of diversity consist of worldview, organizational, external, and internal. Worldview: This encompasses a vast array of travel experiences, cultures, political affiliations, and beliefs. Organizational: This applies to differences in management level, department, seniority, work experience, or job function. External: Any circumstance, experience, or attribute that assists in defining the identity of a person – but something that was not specifically within them at birth (appearance, religion, marital status, education, socioeconomic status, etc.). Internal: A characteristic or trait with which an individual is born (physical ability, nationality, sexual orientation, gender, ethnicity, race, or sex). Why Is Workplace Inclusion and Diversity Needed? When a company concentrates some of its efforts on inclusion and diversity, it’s simply good business. Leaders and managers can more effectively question assumptions, get better ideas, “see” blind spots, figure out fresh approaches, and create better solutions when they practice diversity in leadership in the workforce. The result? Impressive levels of team performance, innovation, and growth. How do you deal with diversity in the workplace? The right consulting firm can introduce you to a number of training program selections that will assist you and your organization with a DEI plan/strategy. Benefits of Diversity in the Workplace At all levels, businesses can benefit from diversity. Organizations that include people who are diverse in age, race, gender, etc., simply make smarter decisions, perform better, and experience a higher level of profitability. The following are examples of some of the workplace benefits of diversity in the workplace: Better leaders are produced by inclusive organizations. Particularly for a new manager, one of the best possible challenges is working with a diverse team. To better assure success in their management role, they will have to learn a vast array of motivation styles and communication techniques. Organizations enjoy a significantly higher level of financial performance when they have women in senior positions. Where knowledge, creativity, and critical thinking matter, this is particularly the case (think high-tech and various other similar sectors). Within their markets, a company is more likely to be considered an innovation leader when they are inclusive. Within your organization, can a truly inclusive, diverse environment be promoted? Yes, it can. DEI consultants can show you how. It’s Time to Promote DEI Within the Workplace with Guidance from Tessi Consulting With guidance, training, and coaching from the Tessi Consulting team, your organization can create and implement its plan for DEI transformation in no time. How can your company better represent its underrepresented demographics? How can you create a sense of belonging and inclusion for the diversity of your organization? These questions and more can be answered when you work with Tessi Consulting. Don’t wait another minute to work on your company’s diversity, equity, and inclusion. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
Happy Earth Day! Learn How Your Business’s Carbon Footprint Impacts Our Planet And How To Reduce It
Does your organization do all it can to reduce its carbon footprint effects on the planet? Does it save energy whenever possible? Does it waste energy? Keep reading for some pointers as to how to lessen carbon footprint effects where your business is concerned. Why Should a Business Worry About Its Carbon Footprint? Half of a company’s carbon footprint is typically comprised of the energy it uses. Could your company be doing more to minimize its carbon footprint? Is this even a question that needs to be considered? Realistically speaking, there are a number of reasons why companies may want to jump aboard the “save the environment” train. Here are just a few: Decrease the company’s environmental burden Decreased energy bills Companies who concentrate their efforts on operating in an environmentally friendly manner appeal to a wider range of prospective clientele – people like it when a company cares about their customers, animals, the planet, children, etc. How to Reduce Carbon Footprint Impact Most of the following deal with energy consumption and energy savings, but all are important for working toward the reduction of your organization’s carbon footprint: Whenever allowable, consider printing on both sides of the paper rather than wasting an entire empty side. Put together a recycle bin at work. The following items are recyclable: Cardboard, newspaper, office paper, glass, plastic, and aluminum cans. Change over all of your lightings (wherever possible) to CFLs (compact fluorescent light bulbs). These can last 10 times longer compared to incandescent bulbs and use 75% less energy. Encourage employees to take the stairs if they can. Electricity is consumed by elevators. When your employees are away from their computers, encourage them to power them down. A computer left on screen saver or on “idle” still uses electricity. In fact, a computer uses 65% less energy when it’s turned off periodically compared to one that’s left on all day. If something isn’t being used, unplug it whenever possible. If a climate control system is active, make sure windows are closed. Rather than setting your company’s climate control system exorbitantly high or low, find a middle-of-the-road setting that uses less energy. Leaving the room? Shut off the lights! Personal Ways to Lower Carbon Footprint Impact In the Home In addition to helping your company diminish its carbon footprint, there are many ways you can help reduce your own. Here are some suggestions: Rather than taking the car, consider the bus, a bicycle, or walking to and from work. Carpooling is another good idea. By donating the following, you will promote the reuse of unused school supplies, cleaning supplies, clothing, furniture, chargers, cell phones, etc. Recycling can be done at work but also at home. As a reminder, the following are recyclable: Cardboard, newspaper, office paper, glass, plastic, and aluminum cans. Cut back on your shower time. We are not suggesting that you avoid showers altogether, just spend a little less time under the showerhead. Rather than underloading your washing machine, make sure you have a full load every time you run it. Use cold water whenever possible. Doing the Right Thing – Reduce Your Carbon Footprint, Promote DEI Within Your Organization, etc. In addition to lessening the carbon footprint created by your organization, you can further operate as a responsible entity that strives to do the right thing by beginning and promoting the DEI transformation of your company. It’s important, particularly in today’s workforce, to advance a business’s diversity, equity, and inclusion. To help you in your endeavor, the Tessi Consulting DEI training professionals can assist you in creating a sense of inclusion for your organization. Ask about our training program selections – one of which will be perfect for your company. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
How To Build Effective DEI Strategies For Your Company
Do you feel your organization already has effective DEI strategies in place? Then again, perhaps you could use a little advice when it comes to training program selections, and what types of DEI training professionals you should be seeking. Is your company prepared to move forward, creating a diverse company culture that will consider the mindset, preferences, ages, beliefs, and more regarding your current and future employees? In truth, the number of companies that feel they have adequately addressed diversity in the workplace is only one in five. That’s unacceptable in today’s diverse work climate. The following will help in creating the DEI strategy your company needs to effectively move forward with cohesion and productivity, and with the promotion of a diverse company culture. Consider it a “how-to guide”, more or less. Define the DEI Vision of Your Organization What are your current processes regarding DEI? Take stock of them. What will you achieve, in the future, if you broaden your horizons? More importantly, at least for the immediate future, is this: Where do I start advancing my company’s DEI? Ideally, what will your hiring process look like? What are its current limitations and how do you eliminate them? Create a DEI Strategy with Your Partners For a little guidance during your DEI journey, you’ll want to be sure to work with the right kind of training professionals. You will, in essence, be developing a partnership with your DEI consulting firm. A crucial success factor is a firm that not only consults but challenges you as you develop your DEI strategy and implement it. The right consulting firm will use best practices, their knowledge, expertise, and experience when collaborating with you. They will support your vision and understand the unique opportunities and challenges involved within your organization and industry. Ensure Equity, Agency, and Transparency To bridge the DEI gap, two great tools include AI and skills. But of course, there is more. A hiring process that is inclusive should additionally be equitable and transparent and – for all applicants – have a sense of agency. On the same footing as everyone else, all prospective employees want to feel like they’re starting the process without issues. So they can be a successful applicant, they need to have all the right tools. Use a Skills-Based Approach Instead of traditional indicators (academic achievements, work experience, etc.), focus on skills. This will help to open doors for prospective employees from various backgrounds and naturally diversify your talent pool. This helps to level the playing field and reduce unconscious biases. It will also be easier to evaluate subsequent assessments and standardize interviews (when a consistent approach – based on the skills of your team players – is used). Start Your Organization’s DEI Transformation with the Tessi Consulting Team You could likely use a bit of assistance in creating the DEI strategy that will best serve your organization. With the assistance, training, and coaching from the Tessi Consulting team, your organization’s diversity, equity, and inclusion can be advanced exponentially. Even if you’re not sure how to start, we can walk you through the process from beginning to end. Represent the underrepresented demographics of your company. Create a sense of diversity within your organization. Don’t wait another minute to step up to the plate by effectively beginning the DEI transformation of your organization. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
Running A Diversity And Inclusion Training Program 5 Mistakes To Watch Out For
Within our country’s workplaces, DEI conversations – diversity, equity, and inclusion – are rumbling. In some respects, the civil rights movement is experiencing a resurgence. Diversity in the workplace must be addressed and tackled head-on. Without sincerity and thoughtfulness, however, the DEI strategy of a company can backfire, leading to distrust from customers and employees. It is essential that the appropriate kind of diversity training programs be offered to today’s workforce members. Hiring the right firm with DEI training professionals who are highly educated, professional, and competent is crucial. What’s more, a number of training program selections should be offered. Any chosen, standard diversity and inclusion training program isn’t, necessarily, a one-size-fits-all. Here are some mistakes to avoid when it comes to inclusion and diversity training programs. Evolve from from “Culture Fit” to “Culture Add” During the hiring process, many times, a “culture fit” is sought out. What does that mean? It works from an “a person like us” mindset. A workplace that is lacking in an inclusive, equitable, and diverse culture will only be further harmed by this way of thinking. You’re supposed to be creating a diverse culture within your company – not finding someone whom you can slot into the limited culture you’ve been operating under. Don’t Avoid the Allocation of Proper Resources Hiring individuals from diverse backgrounds, cultures, religions, etc. is great. However, the success of these efforts will suffer if proper support isn’t insured. First of all, of course, you must make sure that they’re qualified for the position. That aside, however, you also have to make sure of the following once they are hired: They have true organizational influence or play an actual, essential role. Make sure they do the best work possible with the budget they are allowed (the budget is enough). Be sure they are receiving an appropriate salary. Ensure that they have appropriate funding for any projects assigned to them. When Deciding Where to Start, Don’t Avoid Data-Driven Decisions Not sure how to focus your inclusion, equity, and diversity efforts? One critical resource in your determination could be employee surveys. Employee engagement survey data will help management figure out where changes need to be made, but management must be able to understand and read the data. With this type of data, you can figure out what’s not working, what is working, and better ways to formulate a strategic plan. Don’t Ignore Definitions Straight-up definitions of certain terms or words can change once they are applied to the context of your organization. You’ve heard terms like antiracist, inclusion, equity, and diversity countless times. But if your team members and management aren’t aware of how these terms are used within a diversely cultured organization, they are useless, empty words. You can’t develop a unique workplace DEI plan without a full understanding of what these words mean within your company. Don’t Fail to Acknowledge What You’re Doing Right You’ve heard the saying: “If it isn’t broken, don’t fix it.” That even applies to business and workplace inclusivity and diversity. Try to identify what you’re doing right before you tackle the project of completely reinventing the wheel. Perhaps you have the framework already in existence with which to execute an organizational DEI transformation – it simply hasn’t been effectively communicated internally or fully utilized. Does your workforce already have, available to them through your organization, bias training programs or employee resource groups? If so, make sure your team knows how to take advantage of them. Avoid Training Program Mistakes – Get Your Training Through Tessi Consultants Don’t wait another day to begin your company’s DEI transformation. Avoid the mistakes other companies may have made by not getting diversity and inclusion training for their team members from our trusted firm. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
Some Of The Most Common Examples Of Micro-Aggression In The Workplace
After reading the title of this piece, you may already have questions. Namely – what is micro-aggression? Workplace micro-aggression categories include things that may present themselves as harassment, abuse, prejudicial behavior, or overt discrimination. Unfortunately, because it isn’t always particularly malicious, obvious, or outright, it can be hard to resolve or even pinpoint. A micro-aggression perpetrator may be guilty of unconscious behavior, in fact. Fortunately, with the right training program selections and assistance from reputable DEI training professionals, micro-aggression in the workplace can be better handled. Workplace Micro-Aggression Typically, micro-aggression in the workplace amounts to one or more of several different types: Verbal: Saying something to a marginalized group that is offensive or disrespectful, even though it may not outwardly appear to be so. Environmental: Lack of diversity and representation including sexual orientation, ethnicity, race, and gender. Behavioral: Through symbols or actions, the communication of a message that, to certain identity stereotypes, displays insensitivity. Though they are an attempt at explanation, those three bullet points tend to be relatively vague. You could probably use a little more clarification so that you can have a better understanding of micro-aggressions and their relationship to the workforce. Here, we’ll examine some micro-aggression in the workplace examples in order to give you a better idea of what it’s all about. Examples of Micro-Aggression in Workplace Situations Micro-aggression in the workplace can fall under varying categories. Most commonly, one or more of the following three occur: Micro-Invalidations: Applying to historically disadvantaged members of a group, this is an action or comment that dismisses their experiences. Here’s an example: A specific person’s racial identity (which could well be very important to them) may be denied by someone who says, “I don’t see color.” In any way, shape, or form, a person’s racial identity shouldn’t need to be minimized or denied. Micro-Insults: This is a comment that says, for all intents and purposes, that there is a distinct lack of respect for a particular demographic, but the person in question is an exception to the rule (stereotype). Here’s an example: Someone says, “Wow, you’re not at all like most [marginalized group negative stereotypes].” Here’s another example: When a woman speaks with authority, she may be judged as “harsh” or as the B-word. In reality, she is not acting any differently than her male counterparts; she is being appropriately assertive and firm. Micro-Assaults: Here, to discredit a marginalized group, intentional criticism or discrimination in an overt manner is used. This includes bullying behavior, belittling, or indirect putdowns. Some examples include: Mocking the cultural norms or attire of a group; slurs (shared with others) in relation to someone’s sexuality or religion; posting symbols that are historically offensive such as swastikas, Confederate flags, etc.; graffitied racial epitaphs, and more. Now that you are more familiar with some examples of micro-aggression in the workplace, how can you work toward eliminating the possibility of it in yours? Create a Diverse Workforce Within Your Organization that Is Aggression-Free It’s time to promote and improve the diversity, equity, and inclusion of your business. With the advice, guidance, training, and coaching you need from Tessi Consulting, you will be able to create a DEI plan for your company that will better assure an aggression-free environment. It will assist you in figuring out how to represent the underrepresented demographics of your company. Before you know it, a sense of inclusion and belonging will be part of your organization’s culture and diversity. Don’t wait another minute to devise and implement the DEI transformation of your business. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
Tips For Managing Diversity In The Workplace
Depending on whom you talk to, as of late, you may have heard an awful lot about diversity – particularly in the workforce. It’s often referred to – along with inclusion – strictly within the confines of programs and training. But what about best practices and day-to-day management of a diverse workforce? If you belong to the HR department or are a member of upper management, the topic of DEI in the workplace has probably come up more than once. It’s an important consideration. It is vital for today’s work environments to be as diverse and inclusive as possible. In addition to simply being “the right thing to do”, it also produces a workforce that performs more effectively. The following are a handful of tips that should help with your endeavor to manage diversity in the workplace. Managing Diversity in Workplace Situations In order to build an inclusive and diverse organization, everyday effort is needed. This isn’t something you have a meeting about one time and then forget about it. Your books are kept in order by your accounting department. Leads are created and pursued by your sales force. But DEI is a team effort. Remember, “diversity” is more than just a word. So, your entire organization needs to strive for and work on a successful company culture through the advancement of your business’s DEI. Hiring with Diversity in Mind It takes time to build from the ground up, and that includes the construction of a diverse organization. To make sure that an assorted selection of candidates is being interviewed, your hiring process may need some auditing. Diversification does, after all, begin with the hiring process. A wide selection of individuals must first be interviewed before they can be considered. That means people from all walks of life. Without a diverse selection of interviewees, a diverse workforce can’t be hired and assembled. Goals and Leadership Should Align Everyone from the very top of the ladder on down through the ranks must be not just informed, but on board with the advancement of DEI within an organization. Battle Against Systemic Inequality Through Your Policies Is systemic inequality unintentionally being promoted by your policies? In some cases, historically marginalized populations can be disproportionately impacted by certain processes, systems, and policies in the workplace. Examples of new or revised policies: Be sure that, in addition to supporting traditional couples, you are supportive of LGBTQ+ families and couples. For people with disabilities – be they invisible or visible – remote work can present a vast array of opportunities. Create a Company Culture of Forgiveness and Empathy You can encourage others to admit their mistakes – and learn from them – when you, as a member of management, do the same. When hiccups occur, it’s important that you empathize with your team. Identity unknown acts of exclusion When it comes to your employees and their experiences, certain blind spots may exist. This is why self-awareness must be a trait that an organization’s leaders possess. Example: Do the members of your management team know which pronouns are preferred by certain employees? In addition to being able to recognize blind spots, leaders must, of course, understand how to address the issues and create broader awareness across the teams. When You Need Help Managing Diversity in the Workplace – Tessi Consulting It’s time to devise a plan for, promote, and initiate your company’s DEI transformation! Tessi Consulting can be of assistance with training and coaching to advance your businesses’ diversity, equity, and inclusion. Speak to one of our representatives regarding our training program selections – one of which will likely be the perfect fit for you and your organization. Courtesy of our DEI consultants, your company will soon be able to represent its unrepresented demographics in a more effective way. Before you know it, you’ll be creating a sense of inclusion and belonging for the diversity of your organization. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
What Are The Types Of Diversity Training In The Workplace?
Did you know that the value of your brand could be harmed if your company does not have a DEI program in place? If, in order to conduct a successful program of diversity, you were tasked with laying the groundwork, could you? It takes concentrated methods of training on an intense level to achieve true diversity and inclusion in today’s workforce. To create a successful and exemplary company culture, one essential step in the right direction is through a diversity training program. Let’s look at some of the most common types of diversity training in the workplace. Following that, you’ll be introduced to the best place at which to get diversity training for your organization. Types of Diversity Training in the Workplace Existing in several types, diversity training program selections can be slightly to vastly different, depending on the program, the firm offering the training, and the DEI training professionals themselves. Mobile Learning Working and training outside the workplace got a huge boost courtesy of the coronavirus. Many companies are still relying heavily on working and training from home. Diversity training is no different. Mobile diversity training is accommodative, cost-effective, and convenient. It offers the following perks: It can be recorded so, whenever they want, employees can access the program Everyone who needs to, at the exact same moment in time, can access the training Depending on what everybody’s schedule is like, any time of day or night, this type of training can be organized and carried out Diversity Training – The Basics This basic training method fosters empathy and respect among coworkers. It openly addresses all workplace issues related to identity and culture. The following modules will be covered: Training in human resource compliance Training in cultural sensitivity Sexual orientation/gender identity education Anti-sexism training Anti-racism training Diversity Training – Intermediate Along with systemic issues, personal behavior is discussed for intermediate training. Training of this type provides the following benefits: Encourage team bonding and cross-cultural communication Make a workplace that is free of discrimination and stereotypes – eradicate micro-aggression Build a sense of belonging – accommodate people with varying builds, abilities, values, and beliefs Understand how to identify and mitigate implicit/unconscious bias Diversity Audits Whether or not discrimination is occurring in the workplace can be better determined with regular checkups, a.k.a. diversity audits. These audits can assist with the following: Promote employee transparency Help identify any sort of discrimination Ensure full observance of company policies Help manage the attitudes of employees toward coworkers Assess office goings-on and peer relations Diversity Training – Skill-Based Interpersonal skills are stressed here. Specific areas such as the following are the focus of this type of training: For administrative purposes, technical skill training Skill building method encouragement Existing skills reinforcement Devising fresh ways in which to communicate with a workforce that is diverse and inclusive Awareness Training One of the most effective kinds of diversity education, awareness training should be a required course for every company leader. In this manner, they will be able to learn the ability of workforce diversification. This type of training is little more than filling people in regarding the different kinds of backgrounds from which various people come. Think ethnic and racial identities, gender minorities, sexual minorities, and more. For the Best Diversity Training Programs in the Workplace – Tessi Consulting For your organization’s diversity, equity, and inclusion – and DEI advancement – look no further for expert training and coaching than the highly professional team at Tessi Consulting. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
What Is DEI Training? An Overview
In today’s work environment, training for DEI – diversity, equity, and inclusion training – is becoming more and more common. Why? With so many coworkers from diverse backgrounds in today’s workforce, it encourages the building of relationships and celebrates differences by fostering an inclusive culture. In fact, it is the kind of training that is now mandated by roughly 3/4 of today’s employers. For those unsure of what this type of training entails and why it’s important, the information below will answer the question, “What is DEI training?” This type of training helps teams become more productive and cohesive. It is crucial that business leaders familiarize themselves with DEI programs. What Is DEI Training? Companies today are becoming increasingly diverse and global. Because of this, an inclusive culture must be fostered within the organizations themselves. It’s essential that company leaders understand this concept and work toward it. Managers, executives, and all team members can be enlightened through DEI training so that they can become better educated on effective communication methods, unconscious bias, and creating an inclusive and diverse workplace. It’s important that, within your organization, every one is not only seen but heard. Why DEI Training Is so Important For companies that wish to create and nurture a more inclusive, equitable, and diverse workplace, DEI training is invaluable. These types of programs assist team members in getting a better grasp on how the world is experienced differently by various people. With this kind of training, team members can gain the knowledge and skills needed to collaborate and work effectively together. What You Need to Know Some of the most important factors regarding this type of training (which should be common knowledge, particularly where C-Suite members are concerned), are those which are highlighted by the program itself. Some of these are as follows: You must address systemic inequity in order to create an equitable workplace. In order to foster an inclusive and diverse environment, communication is essential. Inequality in the workplace is highly contributed to by unconscious bias. DEI Training Program Types There are a number of DEI workshops available. To fit the needs of your organization, one type of program may be better than another. Here are several training program selections to consider: Organizational Change Programs: The root causes of discrimination and equality are sought out here and addressed. Skill Development-Focused Programs: With this type of training, your team members will be able to perform more effectively with individuals from inclusive, equitable, and diverse backgrounds. Education and Awareness Programs: These types of programs can vary, but each of them focuses on increasing knowledge and understanding regarding DEI issues. Topics covered may include sexual orientation, micro-aggressions, allyship, bias, and more. Start Your DEI Training Today When you seek to advance the diversity, equity, and inclusion of your organization – but you just don’t know where to start – we’re here to help. With training and coaching, the Tessi Consulting team can assist your company with its DEI transformation. Soon, you’ll be able to create a sense of inclusion and belonging for your organization’s diversity while identifying ways in which to better represent your company’s underrepresented demographics. Contact us today to get started. You can reach us by phone at 617-564-3331 or send us an email at info@tessiconsulting.com.
The Importance of Reducing Biases in the Workplace
Bias in the workplace can have detrimental effects on both individuals and organizations. It can lead to discrimination and unequal treatment of employees, creating a toxic work environment. In order to foster a fair and inclusive workplace, it is essential to reduce biases and promote diversity and inclusion. One way to combat bias in the workplace is through employee education. Training on unconscious bias, in particular, can help employees become more aware of their own biases and how they can impact decision-making. By increasing awareness, employees can learn to recognize and address biases in themselves and others. Diverse hiring and promotion practices are also crucial in reducing bias in the workplace. This means considering a wide range of candidates for job openings and promotions, rather than just those who are similar to current employees. Diverse teams can bring unique perspectives and ideas to the table, leading to more creative and effective solutions. In addition to fair hiring and promotion practices, unbiased performance evaluations are essential for reducing bias in the workplace. Employees should be evaluated based on their job performance, rather than personal characteristics such as race, gender, or age. This creates a level playing field and ensures that all employees are treated fairly. A workplace culture that values diversity and inclusion can also help to reduce bias. This can include providing support and resources for employees from underrepresented groups and promoting a culture of respect and inclusion. By creating a positive work environment, employees are more likely to feel valued and respected, reducing the likelihood of bias and discrimination. In summary, reducing biases in the workplace is crucial for fostering a fair and inclusive environment. By educating employees on different types of bias, promoting diverse hiring and promotion practices, implementing fair performance evaluations, and cultivating a positive workplace culture, organizations can take steps to reduce bias and promote diversity and inclusion.
The Two Keys to Understanding Intersectionality
Today, nothing can split a conversation in half like the term intersectionality. But why? What is it about the term itself that causes this rift? What is it about intersectionality or discussing where identities intersect that is so contentious? The way some people react, you may believe that intersectionality was another form of oppression, and unfortunately, many people do. And on the flip side of that coin, some people view it as a tool in dismantling systems of oppression. So, who’s right? What is intersectionality? Kimberlé Crenshaw created the concept of Intersectionality. It explored the unique experience of discrimination that exists at the intersection of race and gender. She presented her theory in a paper in the University of Chicago Legal Forum titled “Demarginalizing the Intersection of Race and Sex.” published in 1989. The paper centers on three legal cases that dealt with both racial and sexual discrimination matters. She argues that there are “conceptual limitations of … single-issue analyses”, which means that the law doesn’t take into adequate consideration how racial and sex discrimination can exist simultaneously and we fail to properly litigate discrimination cases, or understand discrimination fully, by focusing on one identity at a time. In summation, intersectionality originally detailed the “intersection” of race and gender discrimination and used legal cases as proof. Kimberlé intended Intersectionality to be a tool to dismantle systems of inequality. Today the term is used in a more grand, inclusive way to describe the different experiences and treatments that occur at the intersection of multiple identifies. Or there are many various identities that intersect, which give us all unique experiences—so, transcending the original Black woman, race x gender, to encompass the multitude of identities, e.g., race, gender, sexual identity, religion, ability, age, etc. How has intersectionality been interpreted? Those who identify as intersectional have been met with a lot of anger. They’ve been met with dismissal, reduction, and, most of all, fear. This concept has experienced the same fate as many other anti-discrimination concepts. Those who identify as intersectional are erroneously morphed into a symbol of hate or restriction or, as ironic as it may sound, oppression. Many conservative detractors view the idea of understanding privilege, systems of oppression, and examining oppression at the intersection of different identities as an affront to their rights and way of life – as a sort of “taking away,” but it isn’t. The only thing intersectionality aims to take away is inequality, discrimination, and systems of injustice. It’s understandable. These conversations are complex. They force us to look at ourselves and the world around us in an uncomfortable way. Still, we don’t progress without disruption, discomfort, and honest discussion. So, if you see this term or hear it in a tense conversation, step back and remember the true meaning. Not how they’ve been interpreted (or misinterpreted). By doing that, we can keep the conversations focused, constructive, and in the direction of progress and understanding.