Women of Colour in the Workplace Toolkit
The toolkit describes the following principles that are integral when forming an intersectional approach to diversity management:
- Diversity is not one-dimensional –move beyond rigid categories like gender, ethnicity, sex.
- An intersectional approach addresses structures, not identity –ask “what barriers hinder minorities within this organization?” not “how can I employ more minorities?”
- Foregrounding the experience of marginalized groups –employers must place weight on the experience of marginalized groups and value their individual skills and contributions.
- An intersectional approach concerns outcomes not opportunities – focus on removing barriers and remedying disadvantages for certain groups or individuals.
- Measure intersectionality –data collection and self-assessment are necessary to track progress.
The toolkit also suggests the following steps aimed to help understand intersectional issues, transform an organization, and empower women of colour:
- Conduct consultations with affected groups
- Carry out an intersectional audit
- Reflection on internal structures
- Develop an intersectional diversity strategy
- Take steps to eradicate structural inequalities and disparities
- Transforming workplace culture
- Reassess diversity policies from an intersectional perspective
- Make resources available to those dealing with oppression at work
- Support employees to access empowerment programs
- Encourage and support networks and affinity groups
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