Intersectionality is a powerful concept that holds immense meaning for Black women. It recognizes that our experiences of discrimination and inequality are influenced by various facets of our identity, including race, gender, and other factors. By acknowledging the intersections of our identities, we can gain a deeper understanding of the unique challenges we face and work towards creating more inclusive and equitable societies. After all, our identities are not separate, distinct boxes to be checked off but rather interconnected parts of who we are that shape our experiences and perspectives. By embracing intersectionality, we can better appreciate the diversity and richness of human experiences and work towards a more just and inclusive world for all.
Why Intersectionality Matters: Insights from Kimberle Crenshaw
Intersectionality, a term first coined by Kimberle Crenshaw in her report “Mapping the Margins: Intersectionality, Identity Politics, and Violence against Women of
Color“ published by the Stanford Law Review, refers to the idea that multiple aspects of identity, such as race, gender, sexuality, and class, intersect and interact to shape an individual's experiences of discrimination and inequality.
In her report, Crenshaw used the concept of intersectionality to highlight the ways in which race and gender intersect to shape the experiences of Black women in the workforce. She argued that the challenges Black women face cannot be fully understood by examining race or gender discrimination separately, as the intersection of these identities creates unique experiences of marginalization. Her insights have been particularly valuable in highlighting the specific challenges faced by Black women and other women of color, whose experiences of discrimination are often overlooked when examining either race or gender discrimination in isolation.
Black women have often been excluded from feminist theory and antiracist policy discourse because these frameworks tend to focus on a narrow set of experiences that do not fully capture the complex intersection of race and gender. Simply adding Black women to these frameworks without acknowledging their unique experiences of oppression and privilege is not enough to address their subordination. Instead, a new framework that takes intersectionality into account is needed to fully address the experiences and concerns of Black women.
By recognizing the intersectional experiences of Black women, feminist theory and antiracist policy discourse can move beyond a narrow understanding of oppression and privilege and better address the complex realities of marginalized communities.
Intersectionality in Construction Engineering
For Black women in the construction industry, these challenges can be especially daunting. The industry has historically been male-dominated, with few opportunities for women to advance into leadership roles. As a result, Black women often face not only bias and discrimination, but also a lack of representation and visibility.
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- Only 14% of prime-age (25-54) engineering workers in the United States are Black or Latinx, despite making up almost one-third of the U.S. adult population.
- Only 3% of engineers in the United States are Black or Latinx women.
- 15% of all engineers in the United States are Asian, while 66% are white.
- Women, in general, are also underrepresented in engineering, with only 16% of engineers being women, even though they constitute almost half the prime-age working population.
(Source: ASCE.org)
In this article, we will explore the intersectional struggles faced by Black women in the construction industry and how we can work towards creating a more inclusive and supportive environment in construction sector:
Isolation and Lack of Representation
One big challenge that Black women face in the construction engineering industry is isolation. They often feel like they are the only ones in the room who look like them, and that can make it hard to connect with others and form study groups. This isolation can also lead to a lack of representation, which means that Black women may not see themselves reflected in the industry and may not have many role models to look up to. This can make it harder for them to see themselves succeeding in the industry and can even discourage them from pursuing it altogether.
Bias and Discrimination
Did you know that despite efforts to increase diversity in the construction industry, women of color and Black women still face significant bias and discrimination? According to a study by the National Women’s Law Center, Black women in construction earn only 68 cents for every dollar earned by white men in the same field. This wage gap is even wider than the overall gender pay gap, which is already too high.
And it’s not just about pay – women of color and Black women in construction often face discrimination on the job. They may also be overlooked for job opportunities and promotions due to implicit bias and stereotypes. This can make it challenging for them to advance their careers and achieve their full potential in the industry.
Networking Challenges
In addition to bias and discrimination, women of color and Black women in construction also face difficulties in forming networks. This can be especially challenging when trying to gain a deeper understanding of construction concepts and succeed academically.
According to LeanIn.Org, men usually have larger professional networks than women, and women of color have even fewer connections. This means that Black women and women of color in construction may have a harder time accessing resources and opportunities that can help them advance in their careers due to the lack of connections.
Exposure To Microaggression
Have you ever been in a situation where someone made an insensitive comment or gesture towards you because of your race or gender?
Unfortunately, women of color and Black women in construction often face microaggressions like this in the workplace. These microaggressions can range from dismissive gestures to inappropriate comments about their race and gender, and they can have a real impact on their confidence and sense of value in their job. It can be tough to feel respected and appreciated when you're constantly dealing with these kinds of experiences.
While the challenges are significant, there are strategies that can be implemented to address them and promote greater equity and diversity in the industry. By acknowledging and addressing the unique obstacles faced by Black women, we can help ensure that they are able to fully participate and thrive in the construction field.
Strategies To Overcome Intersectional Struggles of Black Women in Construction
Prioritizing Black Women's Advancement
To truly prioritize Black women's advancement, companies need to commit to addressing the intersectional struggles of sexism and racism that they face. This includes setting representation targets, tracking and sharing progress, and rewarding success. Not only is it the right thing to do, but it's also good for business. Research has shown that diverse companies are more innovative and profitable.
Image: Only a meager 7% of companies set representation targets for both gender and race, demonstrating a clear lack of commitment to advancing Black women in the workplace. (Source: McKinsey&Company)
It's time for companies to take action and make Black women's advancement a business priority. Clear goals, consistent measurement, and accountability are essential for creating meaningful change.
Fair and Inclusive Hiring and Promotion Process
To ensure a fair selection process, companies need to take a comprehensive approach in eliminating bias from those decisions. This means assembling diverse candidate pools, offering bias training for decision-makers, and establishing clear and specific review criteria to prevent subjective evaluations.
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- Less than 50% of companies require diverse candidate pools for hiring and only 25% require them for promotions.
- Only 19% of companies require unconscious bias training for employees involved in hiring, while a mere 4% require it for employees involved in performance reviews.
(Source: Lean In)
In addition, companies must proactively address the promotion pipeline for Black women by providing access to leadership training, mentorship, and sponsorship programs. This will allow them to receive high-profile assignments that will strengthen their skills and increase their visibility for career advancement. By taking these measures, companies can help break down the barriers that prevent Black women from advancing in the construction industry.
Create A Culture of Belonging
In order to create a truly inclusive workplace where Black women and other marginalized employees feel they belong, construction companies need to take action. It starts with creating a safe environment for everyone. This means clearly communicating that discrimination of any kind is unacceptable, and empowering employees to speak up if they see any form of prejudice or bias. However, it's not just about preventing negative behavior. To truly make Black women feel welcome and appreciated, companies need to go beyond the basics.
This means actively working to create a workplace that values diversity and encourages different perspectives. Companies can do this by celebrating and recognizing the contributions of Black women and other marginalized employees, and by providing opportunities for everyone to participate in decision-making and leadership.
The Step Forward …
In conclusion, intersectionality is an important aspect to consider when addressing diversity and inclusion in the construction industry. It is crucial to recognize that Black women face unique challenges and barriers that arise from the intersection of their race and gender.
To overcome these challenges, companies in the construction industry must commit to making Black women’s advancement a business priority by setting representation targets, tracking progress, and rewarding success. They must address bias in hiring and promotions through diverse candidate pools, unconscious bias training, and clear and specific review criteria. Creating an inclusive workplace is also vital in making Black women feel valued and welcome. These actions should be taken simultaneously, and the support and commitment of senior industry figures is essential for fundamental change to occur and be sustained in the long term. By implementing these strategies, the construction industry can take a significant step towards creating a more diverse and inclusive workforce.
