In the last decade, many companies have made a concerted effort to diversify their workforce along gender, race and sexual orientation — but do companies know what it takes to support workers who hold multiple
Only four Fortune 500 CEOs openly identify as part of the LGBTQ community, and only two of those CEOs are women. And while Fortune 500 companies are justa sampling of the business world, leaders who cross identities that go beyond cis, white and male can be hard to come by, says Graci Harkema, principal of her own DEI consulting firm and author of "Rising: From a Mud Hut to the Boardroom — and Back Again."
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As a Black adoptee and queer woman who grew up in a mostly white neighborhood in the U.S., Harkema is no stranger to the insight and isolation intersecting identities can bring. But as anti-LGBTQ legislation rises and the Supreme Court rules against long-standing precedents like affirmative action, Harkema is asking employers to step up their DEI policies and hold space for intersectionality. This means recognizing and
"I felt so different from everyone else I'm surrounded by as a Black woman in the tech industry who identified with the LGBTQ community," she says. "Within HR, I became very passionate about diversity and inclusion because I knew the power of what it felt like to be included."
EBN spoke with Harkema about what it means to have intersectional
What challenges have you experienced in the corporate world as a Black, queer woman?
Often, there wasn't a representation of ethnic or gender diversity in the workplace. For example, I worked at a law firm where I felt like I was the only one of my kind. I was the youngest by several years up to two decades. I was one of the very few people of color. And because I didn't see representation within the company, and because I didn't see the company investing in diverse communities, I felt like it wasn't safe for me to show up as my authentic self. I remained in the closet because I didn't want there to be one more attribute of my identity that made me even more different than my colleagues.
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What do employers often get wrong when it comes to building intersectional DEI policies?
The reality of DEI is that it's work and that you have to prioritize it. It's easy for folks to make a diversity statement and check a box, but that's not enough. We have to continuously check our blind spots and ensure that we have adequate representation so that we're not missing anything. If we want a melting pot of identities but everyone in leadership looks homogenous then we're not actually doing the work. Black and Brown folks, people in the LGBTQ community need representation in our leadership — we aspire to be what we can see.
Why is intersectionality a strength for businesses?
I'm able to more effectively understand the journeys of others than [leaders] who may have more monolithic backgrounds. Because I've been forced to be a part of so many different worlds, I understand other people's perspectives and meet them where they are. I walk alongside them to help build a more equitable and inclusive environment. That mindset serves the whole business. Every organization is selling something or serving someone. It's important to reflect the communities we are selling to and serving
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Given the recent Supreme Court ruling on affirmative action, how can companies continue to diversify their workforce?
Obviously, you should never pick a less qualified candidate because their skin is brown or they love someone of the same sex, but companies might be missing out on great talent because they aren't casting a wide enough net. First and foremost, companies should be looking for qualified candidates who add value through their experiences and backgrounds — that goes beyond the color of their skin, gender or sexual orientation.
Companies like Target and Budweiser are taking a step back from supporting the queer community. What do you say to employers who may be feeling similarly?
It's been shockingly disappointing to see companies that appear to support us, and then revert their support. But that means the support was never authentic to begin with. Companies can't just be performative and go through the motions because parts of the LGBTQ community is trendy.
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We need to support the community as a whole, whether they are trans or the types of queer identities we are used to seeing. This is not just about what's comfortable or popular.
