Intersectionality: Why One Size Doesn’t Fit All in Inclusion

Ever tried fitting a square peg into a round hole? That’s a bit what it’s like when we try to understand people’s experiences of inclusion by looking at just one part of their identity. Race, gender, class, sexuality etc, they all overlap in ways that make each person’s experience unique. Welcome to the world of intersectionality.

So, what is intersectionality anyway?

Intersectionality is the idea that different parts of your identity overlap to shape how you experience the world.

• It’s not just “race” or “gender” or “class.”

• It’s how all those parts combine, often creating experiences that aren’t just the sum of their parts.

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The term “intersectionality” was coined by legal scholar Kimberlé Crenshaw in the late 1980s. She used it to explain how systems of oppression like racism and sexism don’t act independently but interact, creating unique challenges for people who sit at multiple marginalised intersections. In other words, it’s the difference between seeing someone as “Black” or “a woman” and actually understanding what it means to be a Black woman navigating a world designed for everyone else.

For example: a Black woman in your organisation doesn’t experience sexism the same way a white woman does, nor racism the same way a Black man does. Her experience is uniquely shaped by both racism and sexism acting together, and often in ways that policies designed with only one lens in mind fail to address.

Intersectionality helps us see these complex interactions, and more importantly, it shows why one-size-fits-all inclusion strategies rarely work.

Why intersectionality matters for your business

If you’re a small- or mid-sized organisation, you might be thinking: “This sounds complicated. Do I really need to care?”

Yes. Here’s why:

1. Better decisions come from better understanding.When you know how different identities interact, your policies, training, and culture aren’t just “good enough”, instead they’re effective for real people.

2. It builds trust. Employees notice when leadership actually gets it versus when inclusion feels like a generic checkbox exercise. And trust? That’s the secret to engagement, retention, and collaboration.

3. It uncovers hidden gaps. Sometimes, your standard “diversity initiatives” may help some groups but unintentionally leave others behind. Intersectionality helps you spot those gaps before they become issues.

   
   

Making intersectionality practical:

In your workplace, this means:

• Policies should account for overlapping experiences, not just single characteristics.

• Training should include real, nuanced examples rather than generic scenarios.

• Culture-building should encourage listening and learning, because no one person can speak for everyone.

  
  

A little trust goes a long way

Intersectionality isn’t a tricky HR buzzword; it’s a tool to help your team see each other fully and create environments where everyone can thrive.

Key Takeaways

1. Intersectionality is how different parts of identity combine to shape unique experiences.

2. It was coined by Kimberlé Crenshaw to explain how overlapping systems of oppression work in real life.

3. Standard inclusion strategies often miss these overlaps, leaving some employees behind.

4. Understanding intersectionality builds trust, engagement, and more effective policies.

5. Inclusion isn’t one-size-fits-all, it’s about creating spaces where everyone is seen, heard, and valued.

   
   

   If you’re curious about how intersectionality could help your business, or just want to chat through ideas and practical steps, I’d love to connect. Let’s explore it together and see what could make the biggest difference for your team.

   
   

   Rebekah Hayward,

   The Inclusion Editor