Why intersectionality matters in employment
Inclusion means different things to different people. That’s why it’s important to consider intersectionality. It helps us understand how someone’s unique experiences can shape the way they navigate work and what kind of support might truly make a difference.
The term intersectionality was coined by legal scholar Kimberlé Crenshaw to describe how the overlapping parts of our identity — such as gender, race, sexuality, disability, age or socio-economic background — shape our lived experiences.
For people who identify as LGBTQIA+, these intersections can influence everything from how easy it is to get a job to how safe and welcome they feel at work.
Understanding intersectionality helps workplaces move beyond surface-level inclusion and take real steps toward lasting change.
Why intersectionality is important
Research consistently shows that people with multiple marginalised identities face greater barriers in employment. For example:
- A Black queer woman may experience racism, sexism and homophobia in ways that can’t be separated.
- A First Nations person with disability might face both systemic exclusion and physical access barriers that aren’t considered in most hiring processes.
- A trans person of colour may be hired for their skills but still feel unsafe or unsupported if the workplace doesn’t recognise their cultural or gender identity.
According to the Australian Human Rights Commission, discrimination in the workplace often increases when someone holds more than one marginalised identity. This can lead to:
- Lower job retention rates
- Fewer opportunities for promotion
- Higher rates of mental health distress
- Reduced access to appropriate supports and adjustments
If inclusion efforts only focus on part of a person’s identity, they can miss the bigger picture of what that person’s really dealing with.
What workplaces can do
Becoming an intersectional workplace doesn’t mean starting from scratch, but it does take curiosity, commitment and listening to your people. Here are some steps to get started:
- Include intersectionality in training and leadership conversations: Talk about it early and often, especially with decision-makers.
- Ask rather than assume: Not everyone experiences exclusion the same way. Invite feedback from LGBTQIA+ employees with diverse backgrounds.
- Create culturally safe spaces: This could include LGBTQIA+ peer groups, First Nations support networks and disability-inclusive teams.
- Review your data: Look at who is being hired, promoted or leaving. Who is represented at leadership levels? Who is not?
- Partner with lived experience-led organisations: Whether it’s for training, recruitment or ongoing consultation, collaboration is key.
How WISE can support your team
When we take time to understand intersectionality, we open the door to deeper inclusion. Intersectionality reminds us that no two people experience the workplace the same way. By listening, learning and adapting, employers can better support employees, particularly those facing multiple layers of disadvantage.
At WISE, we support people with a range of experiences and backgrounds, and we help employers build workplace practices that reflect that diversity. Whether you’re reviewing how you hire, wanting to improve team culture or looking for advice on inclusive policies, we’re here to help. Learn more about our work with inclusive employers, or how we can assist through Rainbow WISE, WISE Women or other WISE programs and services.