The Power of Intersectionality and Allyship

Over the past several years, many companies have made great strides in promoting diversity, equity, inclusion and belonging (DEI&B) of marginalized groups in the workplace, but these efforts are frequently targeted towards singular identities; for instance, female, black, or disabled employees. While these initiatives have undoubtably improved company culture and employee engagement, they risk leaving some behind. What good is a robust mentoring program if none of the mentors speak your language? By learning about intersectionality and allyship and applying it in a wholistic manner to DEI&B initiatives, companies can ensure that the time and money directed towards making the workplace more inclusive is well spent. This applies on a personal level too! To be an effective ally, one cannot just advocate for the rights of one underrepresented group. Tailored support needs to be developed that takes intersectionality into account and provides power, resources, or positions to everyone.