Measuring Inclusion with Intersectional Analytics: A New Approach

Fostering inclusion across multiple identities is not just a moral imperative—it’s a strategic necessity. Intersectional analytics, the practice of measuring inclusion by considering overlapping identities such as race, gender, age, disability, and sexual orientation, offers organizations a powerful tool to create equitable environments. By understanding the complexities of intersectionality, leaders can unlock innovation, improve organizational culture, and drive meaningful change.

The Power of Intersectionality
As Sharon from Forbes Human Resources Council aptly states, “Crack the code of inclusion, and a successful business will follow. This will ultimately start at the top with leaders who allow others to speak first in meetings and actively mentor or sponsor minority groups”.

Why Intersectional Analytics Matter
Gallup research underscores this need: workplaces that prioritize inclusivity report higher employee engagement and innovation levels. When individuals feel their unique identities are valued, they are more likely to contribute their best ideas and efforts.

Practical Steps for Implementation
Organizations can leverage intersectional analytics through the following steps:

Data Collection: Gather demographic data across multiple identity dimensions such as ethnicity, disability status, and geographic location.

Disaggregation: Analyze data to uncover intersectional patterns. For instance, examine how women from marginalized ethnic groups experience workplace advancement differently from men from the same group.

Tailored Strategies: Develop programs that address specific needs.

Continuous Feedback: Create safe spaces for employees to share their experiences and use this feedback to refine inclusion strategies.

As Maya Angelou wisely said, “It is time for parents to teach young people early on that in diversity there is beauty and there is strength”. Organizations must adopt this mindset to build cultures that celebrate difference.

The Business Case for Intersectionality
Investing in intersectional inclusion isn’t just ethical—it’s profitable. McKinsey & Company reports show that diverse organizations outperform their peers financially. By embracing intersectionality, businesses can attract top talent, meet diverse customer needs, and foster innovation.

Conclusion
Intersectional analytics offer a transformative approach to measuring inclusion across multiple identities. By understanding and addressing the complexities of intersectionality, organizations can create environments where everyone feels valued and empowered.

As Desmond Tutu reminds us, “Isn’t it amazing that we are all made in God’s image, and yet there is so much diversity among his people?”. Let’s embrace this diversity—not as a challenge but as an opportunity to build stronger workplaces and communities. Inclusion isn’t just about counting heads; it’s about making every head count.

References
https://www.forbes.com/councils/forbeshumanresourcescouncil/2020/06/08/can-understanding-intersectionality-accelerate-our-journey-to-an-inclusive-world/
https://news.gallup.com/podcast/401096/why-recognition-work-important.aspx