“Don’t judge me by what I am, but by who I am”
Building organisational awareness is key to gaining employee buy-in, support and engagement with proposed actions to address intersectional gender inequality. Organisations should use a multipronged approach via executives and senior leaders, employee-wide engagement, and through the voices of employees with intersectional attributes.
Examples of work that could benefit from an intersectional gender lens include:
- providing gender analysis training
- developing and reviewing policies, programs, and services
- procuring goods, services, suppliers or consultants
- developing contracts
- assessing the provision of funding or grants
- recruiting, developing or promoting staff
- developing processes and strategies
- communicating with stakeholders and the community.
I was interviewed as part of an intersectional gender lens in relation to Gender Equality.