Intersectionality: Definition and Practical Usefulness (or Lack Thereof)

[Guitar's Cry]

You say it "requires an understanding of biases." Do you know what causes biases against race, religion, gender and sexual orientation? I have yet to read that psychologists can explain the phenomenon and know how to deal with it. I don't think we can expect businesses to do more than comply with the equality measures in civil rights legislation.

Psychology is complex and is always changing,but it does have some understanding of biases. This website breaks down some of it: https://www.simplypsychology.org/implicit-bias.html

There are some things businesses can do. See my post #19 which has an article describing how diversity training can be more effective.

 

[joe1776]

Psychology is complex and is always changing,but it does have some understanding of biases. This website breaks down some of it: https://www.simplypsychology.org/implicit-bias.html

This site expands on the effects of bias. It doesn't speculate on causes. How can we expect to fix the problem when we haven't isolated the cause?

There are some things businesses can do. See my post #19 which has an article describing how diversity training can be more effective.

I'll read the article when I have more time. However, I'm generally aware that diversity training has been ineffective in the past. People need to know why they are biased. Until we can explain that to them, we can't expect diversity training to be effective in changing habitual behavior.

 

[Guitar's Cry]

This site expands on the effects of bias. It doesn't speculate on causes. How can we expect to fix the problem when we haven't isolated the cause?

I'll read the article when I have more time. However, I'm generally aware that diversity training has been ineffective in the past. People need to know why they are biased. Until we can explain that to them, we can't expect diversity training to be effective in changing habitual behavior.

Sure, and in fact, I do agree that it seems diversity training has been ineffective in the past, and it seems reasonable to think that diversity training should be altered and part of a wider plan to manage the problem of bias.

Part of the problem with explaining it, though, may be how that may be part of the problems inherent in past efforts at diversity training, which includes feelings of blame and fears of being controlled. I think you are correct, it just has to be done mindfully. The article I posted in #19 suggests we look at successful efforts at heath and safety education in workplaces,and that makes sense. If these programs have shown success, there's likely a method that could be adopted.

 

[Guitar's Cry]

This site expands on the effects of bias. It doesn't speculate on causes. How can we expect to fix the problem when we haven't isolated the cause?.

Read more of it. There's a whole section on causes, specifically on how the brain seeks out patterns, looks for shortcuts, and influences of culture and media.

 

[9-10ths_Penguin]

Businesses only have to comply with our national policy to give all citizens equal rights in the workplace. Thankfully, that task doesn't require them to understand the causes or the extent of human biases. We have social scientists working on those problems.

It's not just about legal compliance; fundamentally, it's about respect for your staff... all of your staff.

Adopting an inclusive workplace culture can have benefits like improved retention and productivity, but in the end, if you value your workers as people, then you care about their well-being.

And by "their well-being," I mean their well-being, not the well-being of someone else who shares a few characteristics with your worker.

 

[9-10ths_Penguin]

Example -- if you want to champion a woman's right to choose, but don't also favor equal rights for transgender athletes, or you don't march against funding the police then you can't actually be in

No, that just means that your pro-choice stance isn't based on respect for women's rights generally.

I'm not sure what this has to do with intersectionality, though.

 

[joe1776]

It's not just about legal compliance; fundamentally, it's about respect for your staff... all of your staff.

Adopting an inclusive workplace culture can have benefits like improved retention and productivity, but in the end, if you value your workers as people, then you care about their well-being.

And by "their well-being," I mean their well-being, not the well-being of someone else who shares a few characteristics with your worker.

Your claim is based on the premise that, in addition to knowing how to turn a profit in their business, employers know how to rid human nature of the common biases based on race, gender, religion and sexual orientation -- a task that psychologists have yet to figure out.

Can you understand why I might be skeptical of your claim?

 

[rosends]

No, that just means that your pro-choice stance isn't based on respect for women's rights generally.

I'm not sure what this has to do with intersectionality, though.

Sadly it has everything to do with how the term is used around here. You cannot be considered on the "right" side of the fence in one area if you diverge from the party line on any subject.