The concept of intersectionality, introduced by Kimberlé Crenshaw in 1989, describes how different social identities—such as race, gender, and class—intersect to create unique experiences of discrimination and privilege. In the hiring context, this means employers must consider how these overlapping identities influence a candidate’s experiences and opportunities in the workplace.
By recognizing and addressing these intersecting identities, organizations can create more inclusive hiring practices that go beyond surface-level diversity. Not only does this foster a more equitable work environment, but it also drives innovation and improves overall organizational performance.
Below, we’ll explore actionable strategies to integrate intersectionality into your hiring practices and create a truly inclusive workplace.
Recommendations
1. Conduct Bias Training
Hiring decisions are often influenced by intuition, with studies showing that 85% to 97% of recruiters rely on gut feelings during the recruitment process. This overreliance highlights the unstructured and subjective nature of many hiring practices, which can allow unconscious biases to shape decisions and hinder equitable hiring.
To address this, comprehensive bias training should be implemented for hiring managers and HR personnel. This training should not only help individuals recognize and combat unconscious biases but also emphasize how intersectionality shapes perceptions and decision-making. Recognizing that candidates experience discrimination or privilege based on the combination of their identities rather than in isolation will lead to more inclusive and thoughtful evaluations.
One effective strategy to reduce bias in the hiring process is blind hiring, where resumes are anonymized during the initial screening phase. By removing identifying details such as names, gender, and age, organizations can ensure that decisions are based purely on qualifications, skills, and potential rather than biases tied to an individual’s identity. This approach minimizes bias and aligns with a commitment to creating a fairer, more equitable hiring process. By educating your team on the complexities of intersectionality and the importance of fair, nuanced evaluations, you can foster a more inclusive recruitment process that truly values diverse experiences. For a deeper dive into blind hiring—its benefits, challenges, and best practices—read our blog post: “Should You Consider Blind Hiring?”
2. Revise Job Descriptions
Language plays a crucial role in shaping perceptions, and the words used in job advertisements can either attract or discourage applicants from various backgrounds. To truly embrace intersectionality in your job descriptions, it’s important to consider how overlapping identities—such as race, gender, sexual orientation, disability, and socioeconomic status—may impact how candidates perceive and engage with your postings.
Avoid language that might unintentionally exclude or alienate certain groups. For example, terms like “rockstar developer” may disproportionately appeal to men, while a neutral phrase like “skilled developer” can resonate with a broader audience. Similarly, instead of requiring specific experiences that may unintentionally exclude candidates from marginalized or underrepresented backgrounds, focus on the skills, competencies, and potential needed for the role.
Leverage tools like Textio or Gender Decoder to detect and remove biased language, ensuring your job descriptions are welcoming to people from all intersecting identities. By incorporating an intersectional approach, you can ensure that your language reflects the multifaceted experiences and qualifications that a diverse candidate pool offers.
To learn more about crafting job descriptions that prioritize inclusion and consider the complexities of intersectionality, check out our comprehensive resource on how language shapes hiring practices.
3. Diverse Interview Panels
Research highlights the importance of inclusive decision-making, with a Cloverpop study revealing that diverse teams make better decisions 87% of the time compared to homogeneous groups. Leading companies like Microsoft have implemented diverse interview panels, improving both candidate experience and the quality of hires.
When it comes to intersectionality, assembling diverse interview panels is particularly impactful. It ensures that candidates’ unique, overlapping identities are considered in the evaluation process. By bringing together individuals with varied perspectives, organizations can better assess candidates in a way that recognizes and respects their multifaceted experiences. This approach helps minimize the impact of individual biases and promotes a more equitable and holistic evaluation.
A panel that reflects diverse identities is not just more likely to make fairer decisions. It also creates a welcoming and inclusive environment for candidates. When candidates see people from diverse backgrounds involved in the process, they are more likely to feel understood, valued, and comfortable sharing their experiences.
By prioritizing diverse interview panels and embracing an intersectional approach to evaluation, organizations demonstrate a more profound commitment to inclusion, leading to more substantial hiring outcomes and a more equitable workplace.
4. Data-Driven Decisions
Utilize data analytics to track diversity metrics throughout the hiring process. Collect and analyze data on candidate demographics, application rates, interview progression, and hiring outcomes to identify patterns and areas for improvement in attracting and retaining diverse talent.
Applying an intersectional lens to this data is crucial. Instead of looking at diversity metrics in isolation, consider how overlapping identities—such as race, gender, age, and ability—interact to influence candidates’ experiences and outcomes. For example, data might reveal that women of color face unique challenges in progressing past certain stages of the hiring process compared to other candidates.
By incorporating intersectionality into your data analysis, your organization can uncover more profound insights into barriers that impact underrepresented groups and take targeted steps to address them. Leveraging data in this way allows for more informed, equitable decision-making that aligns with broader diversity and inclusion goals.
To learn more about recruitment metrics and how to leverage this type of data, check out our blog post, “Recruitment Metrics: Tracking KPIs in Recruitment.”
The Power of Intersectionality in Building Inclusive Workforces
Embracing intersectionality in hiring practices is a moral imperative and a strategic advantage. By adopting these recommendations and utilizing TalentAlly as a trusted resource, organizations can cultivate a truly inclusive workforce that mirrors the diversity of our world. Prioritizing intersectionality in hiring fosters innovation, drives organizational success, and lays the foundation for a workplace where everyone feels valued and empowered to thrive.
