This is a written summary of our Insight Hour, held on 11 June 2024, focussed on domestic abuse and intersectionality.
Moderator
Meena Kumari – Founder of H.O.P.E Training and Consultancy
Panel
Bridie Anderson – Independent trainer and consultant, former police officer
David Challen – Survivor and campaigner
Sandra Pollock OBE – Consultant for leadership, management and EDI
Intersectionality as a concept
The term has exploded in use in recent years. It was coined by black feminist and legal scholar Kimberlé Crenshaw as a metaphor to describe the way in which multiple forms of inequality or disadvantage compound to create obstacles for individuals and groups. Intersectionality is a tool and analytical framework to help us understand the impact of multiple disadvantages when they come together at the same time. Individuals don’t live separate lives with isolated experiences of for example sexism or racism, they experience it at the same time. You might also for example experience ageism and health issues at the same time.
A short history
In the 1970s, black feminist scholars and activists, a number of whom were also LGBT+, developed theoretical frameworks to broaden feminism’s definition and scope. The following decades saw the publication of many groundbreaking works that highlighted these dynamics. In doing so, they exposed the interlocking systems that define women’s lives. The theory of those systems became known as intersectionality, a term popularised by law professor Kimberlé Crenshaw. In her 1991 article “Mapping the Margins,” she explained how people who are “both women and people of color” are marginalized by “discourses that are shaped to respond to one [identity] or the other,” rather than both.
Intersectionality at work: what do employers need to consider?
Everyone has to consider the individual’s circumstances. Don’t forget the individuality of the employee you are helping, there is no one-size-fits-all. The best way to do this is to ask the person what they need. Start with the individual and work outwards. Bridie’s experience in the workplace was frustrating, because as a disabled employee, she found that people didn’t see beyond her disability to see her strengths. She urges employers and colleagues to put their phone away and start important conversations. We observe our colleagues and managers to assess whether they challenge negative behaviour and challenging stereotypes. If they don’t, it’s hard to build trust with them around sensitive issues. Walk the talk!
What can employers do for men?
As a society generally and employers specifically, we must recognise men’s experiences so they feel safe to identify as victims-survivors of domestic abuse and report their situation. Employers can’t ever make anyone disclose abuse, people have to come forward themselves. Which is why we must raise awareness among men that they too can experience domestic abuse. 15 November a key awareness date when male victim-survivors are highlighted. We also need to look at workplace culture and dismantle negative male stereotypes, that men shouldn’t be emotional etc. These behaviours create barriers to men seeking support, and also negatively impact their mental health. Show men that they can be vulnerable and don’t need to rise to harmful behaviour. Highlight the support that’s out there. Reaffirm that men are being seen and heard. Include male victims in language around domestic abuse.
Embed intersectionality into workplace culture: Equip leaders and make workplaces equitable, diverse and inclusive
Intersectionality is about change, both individual and cultural. Unless the leaders are part of the change and are honest about their learning and recognising biases, the change will be slower. Nonetheless, change is always a journey. Everything starts with leaders taking responsibility. Workplaces must also set expectations through their organisational values and policies. Expected behaviours must be clearly outlined by the organisation. There is great value in asking people what works for them and being open to acting on feedback. Create safe spaces for people to critique negative behaviours and feel safe doing so.
Both domestic abuse and mental health are becoming less taboo, but the stigma is still there to a degree. You may not have experienced discrimination at your current workplace, but past experiences can still impact you. Organisations must visibly and loudly communicate that they are willing to listen and not be shy about discussing inclusivity. None of us are infallible, the more educated we can get, the better. If employees are treated well over time, they will feel safer in disclosing experiences of abuse or other issues that might be impacting them negatively. Have the courage to ask questions, such as “Do you feel included?” or “Can we improve anything?”. We have to be professionally curious about peoples private life because we have a duty of care.
Awareness is the fundamental building block. Think especially about virtual/remote employees. Do you have a safe space for them and are you promoting awareness of it? Intersectionality is about understanding the societal framework around a person and where their experiences of stigma and oppression come from. It adds an additional layer to our approach to societal issues like domestic abuse.
