Kimberlé Crenshaw created the term "intersectionality" more than 30 years ago in her famed essay, "On Intersectionality." Intersectionality is defined as the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect, especially in the experiences of marginalized individuals or groups.
Intersectionality is an important concept to understand in the Diversity, Equity, and Inclusion (DEI) movement currently underway in the modern workplace. As the level of diversity in the world increases, so will diversity in the workplace and the points of cultural Intersectionality. There are many ways to identify Intersectionality in a person, including race, ethnicity, gender, and sex.
One specific type of Intersectionality that has been gaining more attention lately is the idea of identifying as Afro Latino. Afro Latinos, Latinas, or Latinx, for those who choose to remove gender binaries from their ethnicity, refer to Latin American people who have African ancestry.
Many Latin American people who claim this term as a part of their identity are culturally Latin American but appear black. For example, they may be fluent Spanish speakers or raised in Latin America and have dark skin tones and curly hair textures. This can become difficult when navigating a society that believes Latinx people have only one type of look. These images are often amplified by the lighter-skinned Latinx people who are celebrities or public figures such as Jennifer Lopez, Alex Rodriguez, Shakira, or Sofia Vergara.
Unfortunately, this belief leads to the discrimination of Afro Latinx people worldwide. They can be seen as too dark to be Latinx or not Latinx enough. Microaggressions, prejudicial treatment, and racism are some of the problems Afro Latinx people face every day. The intersectionality of these cultural identities also has implications for the workplace. In the workplace, Afro Latinx people bring the benefits of a multicultural perspective to the workplace, and they are often bilingual, a skill that is always highly sought. Unfortunately, although their diversity benefits the organizations in which they are working, they often experience adverse events, discrimination, and pay equity issues in the workplace.
Multicultural Diversity
Afro Latinx employees add to the diversity of an organization. They have unique cultural backgrounds as people who can provide insight into the Black experience and the Latinx experience.
As companies begin to serve more of a global market, Afro Latinx bilingual employees can be an asset in the workplace. However, although the diversity of Afro Latinx employees brings benefits to the organizations in which they are working, they do not always feel that the benefits are reciprocal.
It can be more difficult for Afro Latinx employees to feel belonging in their workplaces because of their uniqueness. Other employees may assume they are solely black, which leads to them having to explain their Hispanic-ness if they so choose continuously. This can make for an uncomfortable work experience if their organization is not dedicated to diversity, equity, and inclusion efforts.
READ: Implementing Diversity in a Global Organization Workplace
Unequal Pay
Many are aware of the gender gap in unequal pay between men and women, but unequal pay can also be broken down into differences between ethnicities. Afro Latinx people experience pay inequality from two or more points of identity, increasing their experiences of oppression. Black and Hispanic men and women earn less than White and Asian men and women, with Latina women making the least of them all.
Microaggressions
Afro Latinx employees are very aware of when they are experiencing microaggressions or racist behaviors in the workplace. They often face many of the same microaggressions that black employees face, such as inappropriate jokes and comments about their hair, race, or ethnicity. They may also be privy to inappropriate discussions about Latinx people because many may assume they are simply black.
Because there are not always other employees who look like them or identify like them, it can be harder for them to speak up about perceived insults and offenses. Unfortunately, this can lead to lower retention rates for Afro Latinx employees becacuse they may find it easier to leave an organization. They do not feel they can be fully supported.
Afro Latinx employees are valuable assets for organizations because of their multicultural experiences and diverse ethnicities. However, to retain them, companies must intentionally create a supportive environment, where there will be others that look like them, and they will receive fair pay and protection from discrimination.
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