Improving work-life policy and practice with an intersectionality lens

Abstract

Purpose Work-life research has been critiqued for focusing on the experiences of middle and upper class, younger, White, western and heterosexual women. The purpose of this paper is to provide a critical lens to conceptualizations that take an intersectionality approach, or at least consider multiple identities, in examining work-life conflict and balance. Design/methodology/approach A brief review of the current status of intersectionality research within the work-life realm is provided before discussing the implications of primarily using a single-identity approach to work-life issues. The advantages and challenges of adopting a multiple identity approach are discussed. Findings This paper highlights the problems of a lack of an intersectional focus in terms of unidentified needs, ignored values, unresolved conflicts and unhelpful advice. Tensions inherent in trying to adopt an intersectional perspective when dealing with practice and policy issues, particularly with regard to visibility and authenticity, are noted. The paper concludes with a discussion of how considerations of identity and power in work-family research connect to the broader concept of inclusion in the workplace, noting the possible challenges of stereotyping and ambiguity in doing so. Originality/value Applying an intersectionality lens to efforts to promote work-life balance in organizations can increase inclusivity, but there are tensions and pitfalls associated with this that are particularly of note for practitioners and policy. A research agenda is outlined as a starting point for addressing these issues.

A review of the LGBTQ+ work–family interface: What do we know and where do we go from here?

“…Blended with this, intersectionality theories (Crenshaw, 1989), stigma-based perspectives, and Queer theory (Oswald et al, 2005;2009) were also examined (e.g., McKee, 2019;Sawyer, 2012;Sawyer et al, 2017;Ryan & Briggs, 2019). Within these frameworks, LGBTQ+ employees are likely experiencing stressors that are unique to marginalized individuals and this minority-based strain is a product of stigmas developed from cultural and institutional social interactions that are chronic over time (Davis, 2017;Totenhagen et al, 2017).…”

“…Of these, minority stress‐based theories were the most heavily cited theories in the articles included within our review; over an eighth of the articles (e.g., Dispenza, 2015; Goldberg & Smith, 2013) used minority stress theory (Meyer, 1995, 2003) to understand how work and family roles interact for LGBTQ+ employees. Blended with this, intersectionality theories (Crenshaw, 1989), stigma‐based perspectives, and queer theory (Oswald, Blume, & Marks, 2005; Oswald, Kuvalanka, Blume, & Berkowitz, 2009) were also examined (e.g., McKee, 2019; Ryan & Briggs, 2019; Sawyer, 2012; Sawyer, Thoroughgood, & Ladge, 2017). Within these frameworks, LGBTQ+ employees are likely experiencing stressors that are unique to marginalized individuals, and this minority‐based strain is a product of stigmas developed from cultural and institutional social interactions that are chronic over time (Davis, 2017; Totenhagen, Randall, Cooper, Tao, & Walsh, 2017).…”

Work–family decisions: exploring the role of racial variation

“…An intersectionality lens enables organizational leaders and policymakers to consider the broader concerns surrounding an inclusive workplace climate, and thereby tackle the systemic inequalities prevailing in their organizations. An intersectionality lens in work-family research also helps make the "invisible" group visible and helps draw attention to their unique needs and challenges (Ryan and Briggs, 2020). The implication of these findings can be profound for the increasingly diverse U.S. work force.…”

“…Given the framing of the issue, the extant literature has an almost persistent focus on the experiences of the White heterosexual mothers working in white-collar jobs (Ozbilgin et al , 2011). Consequently, we have a very little understanding of the work-life issues experienced by the diverse employee groups (Beauregard et al , 2020; Ryan and Briggs, 2020), particularly the underrepresented and historically disadvantaged minorities such as the African Americans and Hispanics. Barring a few studies (Glauber and Gozjolko, 2011; Omori and Smith, 2010), most research employs racial groups as control variables.…”

“…Building on SIT, intersectionality lens (Crenshaw, 1991) brings to forefront the unique experiences of “multiply stigmatized” social groups. It is argued that interlocking systems of oppression such as in the case of women belonging to the underrepresented minority, racism and sexism together would likely shape their work–life experience (Ryan and Briggs, 2020). Further, belonging to multiple stigmatized groups results in these minorities experiencing “intersectional invisibility” (Purdie-Vaughns and Eibach, 2008) to the extent that their social identity gets erased (Hamidullah and Riccucci, 2017).…”