Let’s start with Intersectionality at an individual level. Let’s say that employees at Company X take a required diversity training and understand on the surface that specific ways of speaking can be interpreted in different ways. Employees A and B are working together, and they are from entirely different backgrounds. To accomplish the task at hand, both employees need to be conscious of the information gained in their training and use that to communicate and work together.

At a corporate level, diversity and inclusion beliefs and practices can affect employee productivity and how the company is perceived by its customers. Lately, there have been several situations where a company has taken a stand on an issue, and it has polarized the population.

Here are some examples. Many companies have ceased doing business with Russia due to the conflict with Ukraine. This can alienate those of Russian descent, whether they agree with Russia’s actions. Many companies require their customers to get a vaccine. This can alienate those who have religious exemptions or have a medical condition that prevents them from complying.

Let’s get a little more specific. When a company recognizes Black Lives Matter, some workers and customers feel heard, and some are alienated. It can often seem a very fine line. Some agree and continue doing business with the company. Some disagree and search for other alternatives. We see the consequences of corporate action in the news.

A few years back, I worked within the financial services industry-leading a Diversity & Inclusion workshop. The client questioned the level of diversity one of their vendors had and asked me my opinion. I felt it was the responsibility of my client to address this with the vendor. I went on to explain that in the event the lack of diverse leadership and team demonstrates an insensitivity in the workplace for inclusion, this could turn out to be a liability for my client. My point of view was that my client owes it to their organization and their channel partners to take action and say something.

Let’s dial it in a little and focus on internal policies within a company. When companies do not address issues of discrimination head-on, it results in a toxic culture. This can lead to workers, loss of productivity, absenteeism, health issues, and lawsuits. At the very least, companies should follow the law. Their practices should nurture employees, build relationships, and create a sense of caring.