How to Build an Intersectional Approach to Talent Management

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How to Build an Intersectional Approach to Talent Management
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Despite advancements in understanding intersectionality — or overlapping forms of discrimination — in legal theory, its integration into corporate workplace initiatives is lagging. By 2044, half of all Americans will identify as a racial or ethnic minority, and recent data revealed that 7% of U.S.

Many organizations now realize that their struggles with workplace culture and recruitment may stem from a monolithic approach to policies, processes, and mindsets.

adults identify as LGBTQ+, including a notable 21% of Gen Z adults — a substantial increase from previous generations. These changing demographics and their connection to the workplace experience underscore an urgent need for organizations to evolve language, policies, and processes to embrace intersectionality.

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