Introduction

Diversity hiring is a crucial part of building inclusive and innovative workplaces. However, focusing on visible characteristics alone—such as gender, race, or disability—can overlook the deeper, more complex layers of inequality. Intersectionality is the lens through which we can understand how overlapping identities create unique experiences of discrimination.

Addressing intersectionality in hiring is essential to ensure that diversity initiatives are truly inclusive and not just surface-level.

What Is Intersectionality?

Intersectionality is a framework that examines how different aspects of a person’s identity—such as race, gender, sexual orientation, class, age, religion, and disability—intersect to create unique forms of discrimination or privilege. For example, a Black woman may face both racial and gender biases, which differ from the experiences of white women or Black men.

Ignoring these overlapping identities can cause well-meaning diversity strategies to fail by not supporting those who experience compounded barriers.

Unseen Barriers Faced by Intersectional Candidates

Candidates with intersecting identities often face additional challenges in recruitment processes that are not immediately obvious. Common barriers faced by intersectional candidates include:

1. Bias in resume screening: 

Names that suggest ethnicity or non-Western origins may trigger unconscious bias.

2. Rigid role requirements: 

Excessive emphasis on formal education or specific career paths can disadvantage candidates from low-income or underrepresented backgrounds.

3. Cultural exclusion: 

Interviews that prioritize “culture fit” over “culture add” often alienate those who bring unique perspectives.

4. Lack of accessibility: 

Systems not designed for neurodiverse individuals or those with disabilities can silently exclude capable talent.

5. Discrimination layering: 

A transgender woman of color may face transphobia, racism, and sexism simultaneously, making their job search even more challenging.

Inclusive Hiring Strategies That Address Intersectionality

To effectively tackle intersectional barriers, hiring practices must go beyond one-size-fits-all approaches. A more nuanced strategy is required to level the playing field.

Actionable strategies to tackle intersectional barriers include:

1. Use structured interviews: 

Standardize questions and scoring criteria to minimize bias and ensure fair evaluation across all candidates.

2. Blind recruitment practices: 

Remove identifying information such as name, gender, and age during early screening to reduce unconscious bias.

3. Revise job descriptions: 

Avoid overly rigid requirements that may unintentionally exclude non-traditional candidates. Emphasize skills and potential over credentials.

4. Create inclusive interview panels: 

Ensure interviewers represent diverse backgrounds to reduce bias and create a more welcoming environment.

5. Invest in bias training: 

Train recruiters and hiring managers on intersectionality, unconscious bias, and inclusive communication.

6. Offer flexible accommodations: 

Make processes accessible to neurodiverse applicants or those requiring adjustments, such as extra time or alternative formats.

Building a Culture That Supports All Identities

Hiring is just the beginning. To support intersectional diversity, organizations must build a workplace culture that embraces, celebrates, and protects every facet of employee identity.

1. Launch employee resource groups (ERGs) for intersecting identities
2. Encourage storytelling and lived experience sharing
3. Review internal policies for inclusivity and equity
4. Monitor retention rates among underrepresented groups to identify systemic issues

Conclusion

Addressing intersectionality in hiring means looking beyond simple diversity metrics and focusing on creating equity at every level of the recruitment journey. By identifying and removing unseen barriers, organizations can create a more inclusive environment where all talent—not just the most visible—can thrive. True inclusion starts with understanding that identities do not exist in isolation, and neither do the challenges people face.