To explore this issue of organizational structures that perpetuate the invisibility of queer people, it is important to define and understand the concept of intersectionality. Intersectionality refers to the way that various identities overlap and interact with each other, creating unique experiences for individuals.
A person who identifies as both queer and as a woman of color may face discrimination based on both their gender identity and race simultaneously. This can lead to feelings of isolation and exclusion within organizations that are not designed to accommodate these intersections.
Tokenization can occur when organizations attempt to address diversity issues but fail to recognize the nuances of different identities.
An organization may hire one queer person out of a workforce of hundreds without considering how that individual's experience differs from others within the company. This can result in the creation of a "token" employee who feels isolated and unsupported, while also reinforcing stereotypes about what queerness looks like.
Internationally, there are significant differences in the ways that corporations approach LGBTQ+ inclusion. In countries where same-sex relationships are criminalized or stigmatized, organizations may be hesitant to publicly support LGBTQ+ rights for fear of alienating customers or investors. Similarly, companies operating in cultures with traditional gender roles may struggle to create policies that are inclusive of nonbinary or transgender employees.
Some organizations have successfully implemented creative solutions to address these challenges.
Google has created "pronoun badges" that allow employees to share their preferred pronouns in online communication tools, which can help avoid misgendering. Other companies have implemented policies such as paid family leave for same-sex couples or gender-neutral bathrooms, demonstrating a commitment to inclusion even if it is not explicitly stated.
To truly dismantle invisibility and tokenism within organizations, structural changes must take place. Companies should prioritize representation across all levels of leadership, including executive positions, and create policies that reflect diverse needs.
Organizations should provide ongoing training and education to ensure that all employees understand the nuances of different identities.
Companies should partner with outside groups and advocacy organizations to ensure that they are actively working towards equality beyond their own walls. By taking these steps, organizations can move away from managing difference towards fully embracing diversity and creating a more equitable workplace for all employees.