Double discrimination and intersectionality

(upbeat music) - Two quick reminders before I get started. First, people of all genders fall into bias traps, not just men. Second, knowing that unconscious bias exists isn't enough. We need to look for it and commit to take steps to counteract it. Women of color face biases for being women and biases for being people of color. And LGBTQ women face biases for being women and biases for being LGBTQ. This compounded discrimination can be significantly greater than the sum of its parts. Women of color are particularly underrepresented in the corporate pipeline behind white men, men of color, and white women. Compared to white women, women of color receive less support from managers, get less access to senior leaders, and are promoted more slowly, and black women are particularly disadvantaged. This same dynamic holds true for LGBTQ women. Research shows that lesbians have a harder time securing employment than women more broadly. According to one study, when a woman has something on her resume that indicates she's LGBTQ, for example, volunteering for an advocacy group, she's far less likely to get a call back. Many women experience even more biases and types of discrimination. Imagine the compounding effect of being Asian, LGBTQ, and a woman or of being black, Muslim, an immigrant, and a woman. Not surprisingly, research shows that people with three or more minority identities can feel like they don't belong anywhere. It's important to note that men can also be held back by bias against their race, sexual identity, religious beliefs, age, or background. You'll see examples of double discrimination in our bias cards. The important thing is that we're all aware of the different biases people face and we all commit to fairness and equality for everyone. ♪ Oh, oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh ♪ ♪ Oh, oh, oh, oh ♪