As we build back better during & post #COVID19, workplace programs must be restructured with the intersectionality of employees in consideration.

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Employees lived experiences with race, class, gender, physical ability, sexual orientation, or even age discriminations greatly affect wages, promotions, complaints handling, and overall productivity in workplaces.

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In an article on @wef Adwoa Bagalini stated workplace diversity & inclusions programs that don’t take intersectionality into account risk overlooking experiences such as

- greater wage inequality
- lack of professional development
- hiring discrimination and inequalities

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Such organisations would also risk overlooking increased experiences of workplace sexual harassment. A study by @BenCassino & Yasmin Besen-Cassion using data between 1997-2016 revealed that black women are perceived as having relatively little power in workplaces.

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Ther are also perceived as less likely to file a complaint of sexual harassment.  They were also more likely to be sexually harassed than their white co-workers.

What can companies do to address intersectionality?

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Adwoa Bagalini recommends:

- diversity & inclusion programs that include gender representation & racial inclusion

- collating & analysing disaggregated data on pay & employee engagement

- trying new approaches to address intersectionality.

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Read more on the ways intersectionality affects diversity & inclusion at work via @wef

https://www.weforum.org/agenda/2020/07/diversity-inclusion-equality-intersectionality

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