Why Intersectionality Matters: The Overlapping Identities of LGBTQ+ Employees

None of us are defined by a single identity. Each of us embodies a unique combination of traits—such as race, gender, and sexual orientation—that shape our experiences, including at work. This concept, known as intersectionality, highlights how overlapping identities influence our perspectives and interactions with the world.

For organizations, understanding and embracing intersectionality is crucial for creating a genuinely inclusive workplace. It goes beyond fairness - it’s about building an environment where everyone can thrive. By acknowledging the complexity of these identities, our organization can foster a more equitable, supportive culture that benefits both employees and business goals. Here’s why recognizing the intersection of identities is particularly important for LGBTQ+ employees.

The Overlapping Identities of LGBTQ+ Employees

Everyone’s experience is shaped by the intersection of their identities, which can result in vastly different workplace experiences. For example, a LGBTQ+ woman of color may face challenges that are distinct from those of a white LGBTQ+ man. Although they share a common LGBTQ+ identity, their experiences of discrimination or inclusion will be influenced by other factors such as race and gender.

Organizations that recognize these nuances can work to ensure that all employees feel supported in bringing their "whole selves" to work. For LGBTQ+ employees, efforts to create inclusive environments—through representation, enhanced benefits, and support networks like employee resource groups (ERGs)—are essential steps toward achieving this goal.

The Benefits of an Intersectional Approach

Fostering an inclusive workplace that considers the intersection of identities isn’t just about doing the right thing; it benefits everyone. Diverse perspectives lead to stronger team connections, greater transparency, and a culture of safety. Research from the National Safety Council even suggests that inclusive work environments can reduce risks by fostering a greater sense of trust and well-being among employees.

At Day & Zimmermann, the True Colors ERG plays a pivotal role in supporting LGBTQ+ employees with intersecting identities. True Colors addresses the unique challenges these employees face by promoting inclusivity and offering year-round programs, including joint webinars with other ERGs and company-sponsored training sessions. These initiatives aim to educate, advocate, and foster a diverse workplace where all employees feel seen and supported.

3 Ways Employees Can Support Intersectionality in the Workplace

Employees who are looking to embrace intersectionality can do their part by taking the following steps to support both their colleagues and organization.

1. Foster Inclusive Communication and Awareness: Encourage open conversations that promote understanding different identities and experiences, and actively listen to diverse perspectives. This helps break down assumptions and allows for a more inclusive dialogue that respects the intersection of race, gender, sexual orientation, disability, and other identities.

2. Advocate for Diverse Representation in Decision-Making: Support initiatives that ensure a diverse range of voices are included in leadership, teams, and projects. Employees can help by advocating alongside one another for equitable hiring practices, participating in mentorship programs, and proudly promoting diverse representation in workplace policies and decisions.

3. Challenge Bias and Microaggressions: Actively address and challenge unconscious bias, stereotypes, and microaggressions when they occur. Employees can support intersectionality by being allies to colleagues from underrepresented groups, calling out discriminatory behavior, and promoting a culture of respect and inclusion for all identities.

Embracing Intersectional Identities for the Future

Supporting intersectionality is key to building a truly inclusive workplace where LGBTQ+ individuals—and all employees—can thrive. By creating inclusive policies, fostering a welcoming culture, and regularly evaluating inclusion efforts, organizations can ensure everyone feels empowered to bring their authentic selves to work. Continuous reflection and adaptation are necessary to keep up with evolving cultural and organizational dynamics, ensuring lasting inclusivity for all.