Let’s Talk About Intersectionality and Covering

Intersectionality is the concept that various social categories, such as race, gender, sexuality, class, and age, are interconnected and collectively influence a person’s experiences and opportunities. Intersectionality acknowledges that different types of discrimination and privilege often overlap, creating distinct challenges for individuals with multiple identities.

Sean Kelly, Managing Director at Deloitte Services LP, highlighted the significance of intersectionality at the 2023 Adaptive DEI Festival, discussing its impact on both individuals and the workplace.

In this blog post, we will explore these concepts, their effects on individuals and organizations, and strategies for fostering a more inclusive work environment where everyone feels valued and respected.

Understanding Intersectionality and Covering

Intersectionality defines how social identities intersect in dynamic ways that shape each individual’s experiences. For example, a gay person or individual from a racially and ethnically diverse group might face challenges different from those of a heterosexual person from a racially and ethnically diverse group.

Covering is when an individual downplays a less favored identity to fit into the mainstream. Most of us engage in covering to some degree, often unconsciously. An example is that a gay man in a corporate environment might avoid discussing his personal life or referring to his partner in conversations to avoid drawing attention to his sexual orientation. He might also downplay behaviors or interests that are stereotypically associated with being gay, in order to conform more closely to what is perceived as the “norm” in that setting. He is editing parts of his identity to fit in or avoid potential bias. Research from Deloitte’s DEI Institute™ and the Meltzer Center for Diversity, Inclusion and Belonging at NYU, shows that when employees feel less pressure to cover, they tend to experience greater authenticity, which can enhance creativity and productivity.

Covering often not only diverts energy from work but can also prevent organizations from fully benefiting from diverse perspectives and talents. By reducing the pressures employees experience to cover, organizations can foster a more inclusive and productive workplace culture.

The Power of Uncovering

Employees who feel safe expressing their identities—or “uncovering” at work—are typically more engaged, productive, and creative. Prioritizing authenticity and inclusivity can help organizations attract diverse talent, which can lead to a stronger and more innovative workforce.

Breaking Down Silos

Diversity, equity, and inclusion (DEI) efforts have made significant progress, but it’s crucial to recognize the interconnectedness of diverse identities rather than focusing on a single dimension. Traditionally, DEI initiatives have sometimes operated in “silos,” where different aspects of identity, such as race, gender, or sexuality, are addressed separately without considering how they intersect to shape the experiences of individuals. By breaking down these silos and acknowledging the full complexity of individuals’ identities, organizations can better promote a sense of belonging, address inequities, and allow employees to bring their whole selves to work.

Taking Action

Creating a more inclusive workplace should include both individual and organizational efforts. Self-reflection and celebrating our identities while recognizing the unique experiences of others are important first steps. Actively seeking to understand and learn from diverse perspectives can help challenge biases and foster empathy. Organizations can embed diversity, equity, and inclusion into their policies, practices, and decision-making processes, which can help all voices be heard.

At Adaptive, we bring these values to life through initiatives like our DEI festival, designed to raise awareness, foster dialogue, and drive actionable change within Adaptive. Our involvement in charitable initiatives like Movember, which raises funds and awareness for men’s health, and the Wear It Pink campaign, dedicated to breast cancer awareness and fundraising, deepens our bond with the communities we serve. To further promote diversity, we organize events like our International Women’s Day (IWD) initiatives and Lightning Brownbags—informal lunchtime discussions where speakers passionately share knowledge and insights on various topics of their choice. These events create valuable opportunities for meaningful conversations and shared learning among team members. Additionally, our partnerships with organizations like myGwork and Migracode Barcelona allow us to support underrepresented groups and create more opportunities for all.

By understanding the costs of covering and power of uncovering, the impact of intersectionality, and the importance of breaking down silos, and by taking actionable steps like fostering psychological safety on their teams; organizations can create a culture that truly celebrates diversity, champions authenticity, and fosters a sense of belonging for all employees. This is fundamental to cultivating a thriving, innovative work environment.

Speaker bio

Sean Kelly, a Managing Director at Deloitte Services, leads three experience centers, focused primarily on the C-suite, within Deloitte’s Executive Accelerators.

Sean has spent the past two decades focused on diversity, equity, and inclusion (DEI). He currently serves as co-chair of the Tri-State LGBTQIA+ and Allies community chapter. He co-authored, “What if the Road to Inclusion Were Really an Intersection?,” published by Deloitte University Press in December 2014, and has spoken extensively on the topic.

More info about Deloitte, here.