Intersectionality Speakers
A 2019 study found that companies with more diverse executive teams are 36% more likely to achieve higher profitability compared to their competitors. (McKinsey & Company)
The Origin of Intersectionality
Kimberlé Crenshaw, a leading civil rights activist and legal scholar, introduced the term “intersectionality” in 1989. She created the term to describe the unique discrimination faced by individuals who belong to multiple marginalised groups.
Crenshaw’s work has shaped how we discuss social justice by promoting a framework that recognises the complex and connected nature of inequality.
She also presented a compelling TED talk titled The Urgency of Intersectionality. In it, she explains how overlapping forms of discrimination create specific challenges for marginalised individuals. You can watch her talk here: The Urgency of Intersectionality. This video is an excellent resource for anyone seeking to understand why this concept is crucial for tackling inequality.
Jean Tomlin
Human Resources Expert, Founding CEO of Chanzo & Former Director of HR, Workforce & Accreditation for the London Olympic GamesPauline Miller
Chief Equity Officer for Dentsu & Former Head of Culture for Lloyd's of LondonElaine Sihera
Writer, Sociologist and Diversity & Inclusion Coach Who Founded the British Diversity AwardsAisha Suleiman
Founder Of The Inclusive Culture, Named In The EMpower 100 Ethnic Minority Future LeadersLisa Ventura
Founder & CEO of the UK Cyber Security Association & Neurodiversity AdvocateYasmin Benoit
Leading Black British Model, and award-winning Asexuality and Aromantic activistIan Clarke
CEO of Deilight Consulting, Former Banker & First Banking Whistleblower on Race InclusionAlexander Leon
Account Director of Intent Health, Linkedin Changemaker, Communications & Campaigns Co-Ordinator of the Kaleidoscope TrustSalma El-Wardany
Chief Diversity Officer of Solutions Driven, Former Chief Diversity Officer of Digitally Human & Spoken Word ArtistGenelle Aldred
Director of Communications for The Pipeline, Founder & Communications Strategist of Genelle Aldred ConsultancyKelly Holmes
Retired Olympic Middle Distance Athlete, 600m & 1000m Record Holder & Former HGV Driver in the Women's Royal Army CorpsWhy Intersectionality Matters in the Workplace
In today’s world, diversity in the workplace is crucial. Businesses need to recognise how intersectionality shapes employee experiences. By adopting this approach, companies can create policies that truly support people from all backgrounds.Using intersectionality helps businesses move beyond superficial gestures. It ensures they address overlapping areas of discrimination and unconscious bias. As a result, employees feel more valued and understood. Consequently, this sense of belonging can improve job satisfaction, reduce turnover, and boost innovation and productivity.
Our Commitment to Intersectionality
We are committed to embracing intersectionality as a foundation for inclusivity. Our speakers represent a wide range of experiences. They include individuals from different races, sexual orientations, religions, disabilities, and gender identities. By sharing their stories, they highlight how intersectionality can help combat discrimination and inequality.
For instance, our speakers show why policies must account for overlapping forms of bias. When organisations do this, they not only reduce prejudice but also gain a clearer understanding of privilege and discrimination. Therefore, we encourage every organisation to incorporate intersectionality into their diversity initiatives. This leads to a fairer, more inclusive workplace for everyone.
Our Commitment to Intersectionality
We are committed to embracing intersectionality as a foundation for inclusivity. Our speakers represent a wide range of experiences. They include individuals from different races, sexual orientations, religions, disabilities, and gender identities. By sharing their stories, they highlight how intersectionality can help combat discrimination and inequality.
For instance, our speakers show why policies must account for overlapping forms of bias. When organisations do this, they not only reduce prejudice but also gain a clearer understanding of privilege and discrimination. Therefore, we encourage every organisation to incorporate intersectionality into their diversity initiatives. This leads to a fairer, more inclusive workplace for everyone.
