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#WOC with specialised training & commitment to #intersectionality lead equity & diversity initiatives with true inclusion & accessibility. We are hampered by lack of resources, authority to make required changes, and a hostile workplace culture resistant to change. #marginsci
#Intersectionality was only added to the Athena SWAN Charter in the UK after a pilot with non-STEM faculties, who noted gaps on inclusion of minorities.
Programs without intersectionality will NEVER lead to true equity & diversity.
Intersectionality requires proactive change.
While I was managing SAGE, our national equity & diversity program, senior leaders involved with the program tried to have me fired for writing about ending sexual harassment in science. Emblematic of the state of equity, diversity & #intersectionality.https://theconversation.com/how-to-stop-the-sexual-harassment-of-women-in-science-reboot-the-system-53210 …
Equity & diversity work is tough at the best of times. It is even more personally and professionally costly for #WOC dedicated to anti-racism, transgender inclusion & accessibility.
#Intersectionality is not a buzzword. Can't be done in secret. It is changing policies & practice
Finally, the prevailing attitude I have fought against in all of my equity and diversity work is White privilege. White women & men think #intersectionality 'dilutes' their focus on gender equity. That's b/c they think White women deserve equity 'first' & the rest can wait.
#Intersectionality does not weaken gender equity programs. It strenthens these efforts. Intersectionality calls attention to the multiple structural disadvantages faced by Indigenous & other #WOC, gender minorities & others. Without this, gender equity can never be reached.
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