BLOG POST

WHY INTERSECTIONALITY MATTERS IN THE WORKPLACE

Our identities don’t exist in isolation.

Race, gender, disability, mental health, socioeconomic class: they all intersect. And together, they shape how we move through the world. That includes the workplace.

This concept is known as intersectionality. Coined by scholar Kimberlé Crenshaw, intersectionality reminds us that people’s experiences aren’t defined by a single identity, but by how all of their identities interact — often in ways that can compound disadvantage or privilege.

WHAT DOES INTERSECTIONALITY LOOK LIKE IN THE WORKPLACE?

Let’s say you have two employees:

• One is a white woman who uses a wheelchair for mobility.
• The other is a Black, transgender man.

Both may experience barriers, but those barriers will look different. One may face physical accessibility challenges, while the other may encounter bias related to race, gender identity, or both.

Recognizing these layered experiences is the first step. But inclusion requires action.

So how can employers move beyond surface-level DEI efforts and start building a workplace that supports the full complexity of their teams?

In this blog, we explore 5 ways to start applying an intersectional lens at work.

1. MOVE PAST ONE-SIZE-FITS-ALL SOLUTIONS

Not all policies or programs will work for everyone. When creating support systems, from mental health benefits to mentorship opportunities, it’s important to recognize that people’s needs and barriers vary based on their intersecting identities.

For example:

• A mental health benefit that only covers in-person therapy may exclude employees in remote or rural areas, or those who feel unsafe visiting a provider who doesn’t share their cultural background.
• A leadership program offered after hours might unintentionally exclude caregivers.

The takeaway?

Equity means meeting people where they are rather than expecting them to fit into a system that wasn’t built for them. When designing policies and programs, ask yourself: Who benefits most from this? Who might face barriers to access? How can we expand or adapt our approach to close those gaps?

2. COLLECT DATA (THEN DIG DEEPER)

Representation metrics are important… but they don’t tell the full story. It’s one thing to know that 40% of your workforce identifies as women — but what roles are they in? How are they progressing? Are they staying or is their higher turnover?

That’s where voluntary self-identification (self-ID) data can be incredibly valuable. When used thoughtfully and ethically, self-ID allows employees to share more about their lived experiences, including their race, gender identity, disability status, and more.

Layering in this kind of intersectional data helps reveal patterns that might otherwise be invisible. For example:

• Do racialized women experience higher turnover or fewer promotions?
• Are 2SLGBTQIA+ employees less likely to report feeling psychologically safe?
• Are employees with disabilities accessing leadership development at the same rate as their peers?

Looking beyond surface-level averages can help you identify where inequities exist and take targeted, meaningful action to address them and use that insight to create real change.

3. LISTEN TO & ELEVATE DIVERSE VOICES

Design listening strategies that make space for voices that are often overlooked or underrepresented without putting the burden of education or advocacy solely on those individuals.

That means being intentional about how you gather feedback and create opportunities for input.

Some ways to do this include:

• Creating anonymous feedback channels where employees can safely share concerns or suggestions, especially important for marginalized folks who may fear retaliation or being labeled as “difficult.”
• Rotating leadership and spotlight opportunities across teams and departments so that visibility isn’t reserved for the same few people. This could include presenting at all-staff meetings, leading projects, or facilitating discussions.
• Actively inviting input from underrepresented employees, while also making space for those who may prefer to contribute in writing or asynchronously.

And importantly: close the loop. If employees take the time to share their insights, let them know how that feedback is being used. Trust is built when people see that their voices don’t simply echo into the void but are actually being considered and used to drive real change.

4. INVEST IN EDUCATION FOR ALL LEVELS

Intersectionality can feel like a complex or unfamiliar concept, especially for teams who are just beginning their inclusion journey.

But learning doesn’t have to be intimidating. In fact, it’s one of the most powerful tools for driving meaningful change.

Start with foundational training that breaks down key concepts in clear, relatable language:

• What is intersectionality?
• How do different identities shape workplace experiences?
• What does bias or exclusion look like in everyday moments, and how can we interrupt it?

From there, build learning into your culture:

• Offer ongoing sessions tailored to different roles and responsibilities from forepersons to executives.
• Embed inclusive practices into leadership development and onboarding.
• Share articles, videos, or lived-experience storytelling to keep the conversation active and evolving.

Most importantly, model a culture of curiosity. No one has all the answers, but we can all commit to learning, unlearning, and doing better because inclusion isn’t a checkbox you tick off once. It’s a mindset, a skill set, and a practice that takes time and intention to grow.

5. AUDIT YOUR WORKPLACE PRACTICES

Even well-intentioned systems can unintentionally reinforce inequity. That’s why it’s critical to regularly review your workplace practices through an intersectional lens.

Start by asking the tough questions such as “Who do our policies accommodate and favour? Who might they exclude or disadvantage?”.

Additionally, pay close attention to what’s happening in practice:

• Who gets access to leadership opportunities and mentorship?
• Who feels comfortable speaking up and who doesn’t?
• Whose ideas are taken seriously? Whose aren’t?

Once you have that insight, act on it. Redesign systems and structures to actually reduce barriers in addition to accommodating them. Additionally, it’s very helpful to listen to the voices of those most impacted by those barriers in the process as they’re closest to the problems and, as a result, often closest to the solutions.

THE BOTTOM LINE?

Building an inclusive workplace isn’t just about adding more identities to the table. It’s about making sure everyone at the table feels seen, heard, and supported in the fullness of who they are.

ADDITIONAL LEARNING RESOURCES

• Understood: What’s Intersectionality in the Workplace?
• Forbes: Why Understanding Intersectionality Is Key to Stamping Out Workplace Inequality
• Power to Fly: Defining Intersectionality

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed intersectionality into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.