Inclusivity should be more than a buzzword. For employees who experience intersecting barriers such as being LGBTQ+ and a person of color or a disabled parent, workplaces often present both visible and invisible hurdles. HR professionals, diversity officers, and business leaders have a responsibility to not only recognize these challenges but to actively address them.
This blog explores how organizations can meaningfully support employees who face multiple barriers and create a workplace where their unique identities are celebrated and valued.
Why Intersectionality Matters
To foster inclusivity, organizations must understand the concept of intersectionality. Coined by scholar Kimberlé Crenshaw, intersectionality highlights how overlapping identities (such as race, gender, sexual orientation, and disability) create multifaceted experiences of discrimination or privilege.
For instance, the challenges faced by a queer Black employee will differ from those of a white LGBTQ+ employee due to systemic racism. Similarly, a disabled parent may face different obstacles compared to an able-bodied parent. Without recognizing these layered dynamics, diversity initiatives risk being surface-level and ineffective.
Recognizing the Challenges of Employees with Intersectional Identities
Understanding the struggles faced by employees with multiple barriers is the first step to creating meaningful change. Here are some key challenges they may encounter:
- Microaggressions and Bias
Employees with intersecting identities often face compounded bias or microaggressions. For example, a trans employee of color might experience subtle racism and transphobia simultaneously.
- Exclusion from Unintended Discrimination
Company initiatives can unintentionally exclude marginalized groups. For example, wellness perks tailored to “busy parents” might inadvertently ignore disabled parents with distinct needs.
- Economic Inequities
Intersectional barriers can trigger wage gaps, hinder promotions, or create financial burdens, especially for disabled individuals or those from underserved communities.
- Mental Health Challenges
Facing multiple barriers can be overwhelming, reducing an employee’s mental well-being. The stress and fatigue of navigating systemic issues can significantly affect their professional and personal lives.
Recognizing these obstacles is essential—but recognition alone is not enough.
Actionable Steps for Supporting Employees
Organizations that want to go beyond performative allyship must implement thoughtful policies and initiatives. Here’s how your workplace can create meaningful change for employees facing multiple barriers.
1. Build Inclusive Policies
Inclusive workplace policies form the bedrock of equity. Review existing frameworks to ensure they support all marginalized identities. For example:
- Parental Leave for All
Replace “maternity” or “paternity leave” with gender-neutral policies like “parental leave” to include LGBTQ+ parents. Additionally, consider adapting leave for disabled parents who may require longer recovery periods.
- Anti-Discrimination Plans
Expand anti-discrimination frameworks to explicitly address intersectional identities, making it clear that racism, ableism, homophobia, and other forms of marginalization are unacceptable.
2. Increase Visibility Through Education
Conversations around diversity should highlight the unique struggles of employees with overlapping identities. Use training programs to educate employees and leadership teams about intersectionality.
- Organize Workshops
Host workshops on bias and microaggressions that explore the experiences of those with multiple barriers. Notably, invite individuals with lived experiences to share their stories.
- Celebrate Multi-Layered Identities
Set up initiatives that amplify intersectional voices, such as spotlighting employees who identify as LGBTQ+ POC or launching campaigns during Black History Month and Pride.
3. Offer Accessible Mental Health Resources
Intersectional identities often intensify mental health challenges. Offering support tailored to diverse identities can make a significant difference in employees’ well-being.
- Expand EAP Services
Ensure your Employee Assistance Programs (EAP) include counselors trained to address issues specific to LGBTQ+, disabled, and BIPOC communities.
- Create Safe Spaces
Designate employee-led support groups where individuals can connect with others who understand their challenges. These groups can foster solidarity and a sense of belonging.
4. Set Up Mentorship Programs
Professional development is a pivotal yet overlooked area where inclusivity matters. Employees with intersectional identities often lack access to mentorship opportunities that can address their nuanced career paths and challenges.
- Encourage Diverse Pairings
Facilitate mentorship programs that pair marginalized employees with senior leaders who understand or empathize with their intersectional experiences.
- Use Reverse Mentoring
Reverse mentoring, where junior employees provide mentorship on topics such as diversity and equity, can benefit leaders in their understanding of intersectionality.
5. Conduct Pay & Promotion Audits
Economic inequities are exacerbated by intersectional barriers. A transparent audit of pay structures and promotion pathways can highlight gaps affecting marginalized employees.
- Enforce Equal Pay
Ensure that pay scales reflect equal compensation for equal work, regardless of identity.
- Assess Advancement Opportunities
Scrutinize promotion data to uncover patterns that may disadvantage employees with intersectional identities and take corrective steps.
6. Foster Open Communication
Often, employees hesitate to voice their concerns about workplace marginalization. Foster a culture of openness where all employees, particularly those with intersecting identities, feel safe to speak up.
- Use Anonymous Feedback Channels
Anonymous surveys and suggestion boxes encourage employees to share challenges without fear of retaliation.
- Encourage Leadership Accountability
Leaders should commit to listening, responding to, and acting on feedback from marginalized employees.
Center People, Not Just Policies
Creating a workplace that supports employees with multiple barriers isn’t just a moral responsibility—it’s a strategic advantage. Diverse teams generate more creativity, better problem-solving, and stronger collaboration. By developing an intersectional lens and implementing inclusive policies, HR professionals and business leaders can unlock the full potential of their teams.
Take that first step today. Ask yourself: Are your current diversity initiatives truly inclusive, or could they go deeper?
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Established in 1948, Employee Benefit Planning Association (EBPA) is a non-profit educational organization providing support and professional development opportunities to members and all those engaged in employee benefits by serving as a forum for the exchange of knowledge, information and ideas.
