Incorporating Intersectionality into DEI Training: A Framework

As the world continues to grow more diverse, it’s becoming increasingly important to acknowledge the many different identities that make up our communities. Intersectionality is a concept that recognizes the interconnected nature of different forms of oppression and discrimination, and emphasizes the importance of addressing these intersections in DEI (Diversity, Equity, and Inclusion) training.

At Unscripted Consult, we believe that incorporating intersectionality into DEI training is crucial for allowing participants to show up as their authentic selves. That’s why we’ve developed a framework for trainers to use when developing their own DEI trainings. Here are some of the key components of this framework:

1. Start with an Intersectional Lens: To effectively incorporate intersectionality into DEI training, it’s important to start with an intersectional lens. This means recognizing that individuals have multiple identities that can intersect to create unique experiences and challenges. Trainers should encourage participants to reflect on their own identities and consider how these intersect with other identities in their workplace.
2. Integrate Multiple Examples of Discrimination: Intersectionality emphasizes the importance of recognizing and addressing multiple forms of oppression and discrimination. Trainers should make sure to include content on racism, sexism, ableism, homophobia, and other forms of discrimination in their DEI trainings.
3. Incorporate Personal Stories and Experiences: Personal stories and experiences are powerful tools for promoting empathy and understanding in DEI training. Trainers should encourage participants to share their own stories and experiences, and should incorporate these into the trainings as appropriate.
4. Emphasize Allyship/Co-Conspiring and Advocacy: Intersectionality recognizes that individuals have different levels of privilege and power, and encourages those with privilege to become allies/co-conspirators and advocates for marginalized groups. Trainers should emphasize the importance of allyship/co-conspiring and advocacy in their DEI trainings, and provide participants with actionable steps for becoming effective allies/co-conspirators and advocates.
5. Encourage Ongoing Learning and Action: DEI training is not a one-time event, but an ongoing process of learning and action. Trainers should encourage participants to continue learning and growing after the training has ended, and should provide them with resources and tools for continuing their DEI education.

By incorporating intersectionality into DEI training, we can create workplaces that recognize the multitude of identities that exist in the workplace. At Unscripted Consult, our Anti-Racism Certification Program includes a focus on intersectionality, so that our trainers are equipped with the knowledge and skills they need to create effective and meaningful DEI training programs. To learn more about our work, visit us at: https://unscriptedconsult.com/