What is Intersectionality in the Workplace?

Leaders with an understanding and awareness of intersectionality are better equipped to create a more equitable, diverse, and inclusive workplace culture where everyone feels seen, valued, and respected. It can also help to identify barriers and existing systems of inequality that prevent employees in marginalized groups from thriving at work. Ultimately, we become more effective in building a truly equitable culture by approaching diversity, equity, inclusion, and belonging (DEI&B) through the lens of intersectionality. Without an intersectional approach, efforts to address the marginalization of one group may end up perpetuating systems of inequities toward other groups.

Creating a more inclusive and equitable workplace has many benefits, including:

• Increased productivity: Studies have shown that inclusive workplaces are more productive than those that are not.
• Improved employee engagement: Employees who feel a sense of belonging and acceptance are likelier to be engaged, impacting retention and the bottom line.
• Enhanced innovation: Inclusive workplaces are more likely to be innovative, as they benefit from their employees’ diverse perspectives and lived experiences.
• Improved client relations: Clients are more likely to do business with organizations they perceive as inclusive.

By creating more inclusive workplaces, businesses can reap many benefits for their employees and their bottom line. While not easy work, companies that consider intersectionality can create workplaces where everyone feels welcome, safe, and valued. Leaders can create an intersectional workplace by:

• Insisting on leadership accountability: Leaders must be accountable for creating inclusive workplaces, which means developing policies and procedures that promote DEI&B and taking action to address any instances of discrimination.
• Adopting an intersectional approach to DEI&B: Leaders must recognize that their team members have multiple identities that can intersect in complex ways.
• Supporting and promoting DEI&B initiatives: Leaders can accomplish this by supporting, promoting, and attending companywide events, training, and other DEI&B initiatives. Gannett Fleming also has a dedicated DE&I Steering Committee, which develops, reviews, and measures inclusion goals.
• Nurturing a culture of inclusion: Leaders should foster an environment where everyone feels protected and respected, regardless of their background.
• Adopting policies and practices that support employees from marginalized groups: Businesses can adopt policies and practices that support employees from marginalized groups, such as Gannett Fleming’s policy of providing flexible work arrangements.
• Collecting data on employee demographics: Businesses can collect data on employees’ experiences from marginalized groups to identify areas where there is room for improvement and where their workforce may lack diversity.
• Conducting employee surveys: Anonymous employee surveys allow employees to be honest about their feelings regarding the workplace climate. Gannett Fleming conducts pulse surveys to gather employee feedback and a third-party employee engagement survey every three years.
• Creating employee resource groups: Employee resource groups (ERGs) provide a safe space for employees to connect with others who share their experiences. Gannett Fleming has five ERGs: Connected Women at Gannett Fleming, Future Generations at Gannett Fleming, LGBTQ+ at Gannett Fleming, Military Veterans at Gannett Fleming, and Communities of Color at Gannett Fleming.
• Providing safe spaces: Businesses can create safe spaces for employees to discuss their experiences and get support. Gannett Fleming has a dedicated employee relations team within our Human Resources department, and we also provide access to confidential resources like our employee assistance program.
• Providing training: Training on unconscious bias, microaggressions, and other forms of discrimination can help employees to become more aware of how their actions and words can impact others. Gannett Fleming has required DEI&B training for all employees, and our training programs for project management and leadership include a DEI&B module.
• Holding employees accountable: Leaders need to hold their employees accountable for their actions by creating a culture where everyone feels comfortable reporting microaggressions and other forms of discrimination.