Women experience intersectional inequality differently depending on their social, cultural, and occupational contexts. According to Gender and the Economy evidence suggests that a lot of the workplace diversity and inclusion initiatives “tend to benefit white women in particular and not other under-represented groups”. 

The data speaks volumes and validates the need for organizations to approach Equity, Diversity, and Inclusion (EDI) through an intersectional lens. The solution goes beyond performative allyship and initiatives, to genuine buy-in and advocacy by leadership (senior management, policy makers), particularly those who belong to non-marginalized groups.

To learn how to adopt an intersectional approach to EDI in the workplace please visit:

• Global Diversity, Equity & Inclusion Benchmarks 
• Why Intersectionality in the Workplace Matters to Your Hiring Process 
• How employers can advance equality and diversity 
• Diversity, Equity and Inclusion in Responsive Career Pathways 
• Read the March edition of the Confronting Racism in Durham newsletter.