Intersectionality

Dr. NiCole T. Buchanan is a professor in the Department of Psychology at Michigan State University. Her research examines how race, gender, and victimization relate to well-being and how organizations can utilize workplace best practices to reduce bias and harassment and create healthy work environments where all employees thrive.

Beal, F. M. (1970). Double jeopardy: To be Black and female. In T. Cade (Ed.), The Black Woman: An Anthology, 90–100. New York: Signet.

Bowleg, L., Huang, J., Brooks, K., Black, A., & Burkholder, G. (2003). Triple jeopardy and beyond: Multiple minority stress and resilience among Black lesbians. Journal of Lesbian Studies, 7(4), 87–108. https://doi.org/10.1300/J155v07n04_06

Bowleg, L., Craig, M. L., & Burkholder, G. (2004). Rising and surviving: a conceptual model of active coping among Black lesbians. Cultural Diversity and Ethnic Minority Psychology, 10(3), 229. https://doi.org/ 10.1037/1099-9809.10.3.229

Brown, D. (2016). Intersectional Invisibility Workshop. New York, NY; Lehman College.

Buchanan, N. T. & Wiklund, L. O. (2021). Intersectionality research in psychological science: Resisting the tendency to disconnect, dilute, and depoliticize. Research on Child and Adolescent Psychopathology, 49, 25-31. https://doi.org/10.1007/s10802-020-00748-y

Buchanan, Nicole & Rios, Desdamona & Case, Kim. (2020). Intersectional cultural humility: Aligning critical inquiry with critical praxis in psychology. Women & Therapy, 43, 1-9. https://doi.org/10.1080/02703149.2020.1729469

Buchanan, Nicole. (2020). Salient circles diagrams: Making intersectional identities, privilege, power, and marginalization visible. Women & Therapy, 43, 1-5. https://doi.org/10.1080/02703149.2020.1729468

Buchanan, N. T., & West, C. M. (2009). Sexual harassment in the lives of Women of Color. In H. Landrine and N. F. Russo (Eds.), Handbook of Diversity in Feminist Psychology: Theory, Research, and Practice, 449-476. New York: Springer Publishing Company.

Buchanan, Nicole & Settles, Isis. (2018). Managing (in)visibility and hypervisibility in the workplace. Journal of Vocational Behavior, 113. https://doi.org/10.1016/j.jvb.2018.11.001

Cole, E. R. (2009). Intersectionality and research in psychology. American Psychologist, 64, 170–180. https ://doi.org/10.1037/a0014 564

Crenshaw, K. (1989). Demarginalizing the intersection of race and sex: A Black feminist critique of antidiscrimination doctrine, feminist theory, and antiracist politics. University of Chicago Legal Forum, 139-167.

Crenshaw, K (2020). The 2020 MAKERS Conference.

DeFour, D. C., David, G., Diaz, F. J., & Thompkins, S. (2003). The interface of race, sex, sexual orientation, and ethnicity in understanding sexual harassment. Academic and Workplace Sexual Harassment: A Handbook of Cultural, Social Science, Management, and Legal Perspectives, 31-45.

King, D. K. (1988). Multiple jeopardy, multiple consciousness: The context of a Black feminist ideology. Signs, 14(1), 42–72. http://www.jstor.org/stable/31746 61

Mereish, E. H. (2012). The intersectional invisibility of race and disability status: An exploratory study of health and discrimination facing Asian Americans with disabilities. Ethnicity and Inequalities in Health and Social Care. https://doi.org/10.1108/17570981211286796

Purdie-Vaughns, V., & Eibach, R. P. (2008). Intersectional invisibility: The distinctive advantages and disadvantages of multiple subordinate-group identities. Sex Roles, 59, 377-391. https://doi.org/10.1007/s11199-008-9424-4

Ramos, C. & Brassel, S. (2020). Intersectionality: When identities converge. Catalyst.org

Rosenthal, L. (2016). Incorporating intersectionality into psychology: An opportunity to promote social justice and equity. American Psychologist, 71, 474–485. https://doi.org/10.1037/a0040323

Sesko, A. K., & Biernat, M. (2010). Prototypes of race and gender: The invisibility of Black women. Journal of Experimental Social Psychology, 46(2), 356-360. https://doi.org/10.1016/j.jesp.2009.10.016

Settles, I. H. & Buchanan, N. T. (2014). Multiple groups, multiple identities, & intersectionality. In V. Benet-Martinez and Y. Hong (Eds.), The Oxford Handbook of Multicultural Identity, 160-180. New York: Oxford University Press

Settles, I. H., Warner, L. R., Buchanan, N. T., & Jones, M. K. (2020). Understanding psychology’s resistance to intersectionality theory using a framework of epistemic exclusion and invisibility. Journal of Social Issues, 76(4), 796-813.

Settles, I. H., Warner, L., Buchanan, N. T., & Jones, M. K. (2020). Understanding Psychology’s Resistance to Intersectionality Theory using a Framework of Invisibility and Epistemic Exclusion. Journal of Social Issues, 76(4), 769-813. https://spssi.onlinelibrary.wiley.com/doi/10.1111/josi.12403

Shields, S. A. (2008). Gender: An intersectionality perspective. Sex roles, 59(5), 301-311. https://doi.org/ 10.1007/s11199-008-9501-8

Tips and Resources:

Intersectionality Training Institute

Intersectionality: When Identities Converge [6 pages]

Ten Tips for Putting Intersectionality into Practice

5 tips on building intersectionality at work
Practical tips from diversity and inclusion consultant Ashley Oolman.

Resources on Intersectionality
From the Office for Diversity, Equity, and Community Engagement at George Washington University.

Intersectionality, privilege, and social justice in the classroom and workplace
Resources from Kim Case, Ph.D.

Here’s how organizations can put intersectionality to work
7 lessons from women social entrepreneurs from the Schwab Foundation’s community.

 

Articles:

Why intersectionality matters for your organization
“A closer look at intersectionality’s origins, how it has evolved to fit our modern world, and why intersectionality matters for your organization.”

What Intersectionality Is and Why It Matters to Your Organization
“Understanding intersectionality and the experiences of employees who belong to more than one marginalized social group is critical to achieving success in diversity and inclusion initiatives.”

What’s intersectionality in the workplace?
“In many workplaces, the term intersectionality is becoming more popular in discussions of diversity and inclusion. But many employers aren’t sure what it means — or why it matters in their workplace.”

Intersectionality in Organizations: Why ‘Bringing Your Whole Self to Work’ is Not Sufficient
“This article draws from a robust conversation with Callen-Lorde’s Anthony Fortenberry, the National Center for Lesbian Right’s Elizabeth Lanyon, and Google Diversity Business Partner Cornell Verdeja-Woodson to show why today’s context, a historical understanding, and examples from the real world all have a role to play in understanding how to meaningfully prioritize people with multiple identities.”

More on MiVAN:

Resources for Advocate Resilience
Trauma-Informed Practices