Intersectionality and the Pay Gap: Addressing Race, Disability, and Gender in Leadership

The gender pay gap remains a critical issue, but it’s only one part of a larger, more complex story. When factors like race, disability, and other identities intersect with gender, the disparities become even more pronounced. For women in business, particularly those in leadership roles, understanding and addressing these overlapping inequities is crucial for fostering true inclusion and equity.

What Is Intersectionality?

Coined by Kimberlé Crenshaw in 1989, intersectionality describes how different social identities, such as race, gender, disability, and class, overlap to create unique experiences of discrimination or privilege. When it comes to the pay gap, this framework helps us see that not all women are affected equally.

For example:

  • Race: In the UK, Black, Asian, and minority ethnic (BAME) women face a wider pay gap compared to their white counterparts. According to a 2023 report by the Fawcett Society, Black African women earn 20% less than white British men.
  • Disability: Women with disabilities experience a significant pay gap, often compounded by limited access to senior roles.
  • Age and Parenthood: Mothers often face the “motherhood penalty,” while women of colour and disabled mothers encounter even greater financial and career barriers.

The Leadership Gap

Intersectionality doesn’t just affect pay; it also influences who gets to sit at the leadership table. Statistics show that leadership roles in the UK are still dominated by white, able-bodied men. Women of colour and disabled women remain significantly underrepresented, particularly in top-tier positions.

This lack of representation has a ripple effect. Without diverse voices in decision-making roles, organisations miss out on innovative ideas and fail to create policies that address the needs of all employees.

Strategies for Change

To tackle these intersecting pay and leadership gaps, businesses must adopt targeted and inclusive strategies:

  1. Transparent Pay Structures: Publish pay gap data, not just by gender but also by race and disability. Transparency drives accountability and highlights areas for improvement.
  2. Leadership Development Programmes: Create mentorship and sponsorship opportunities specifically designed for underrepresented groups, ensuring diverse talent pipelines.
  3. Inclusive Policies: Review policies through an intersectional lens. For example, flexible working arrangements should consider the needs of disabled employees or those with caregiving responsibilities.
  4. Training and Awareness: Provide intersectionality training for leadership teams to challenge biases and foster a more inclusive workplace culture.
  5. Partnerships and Advocacy: Collaborate with organisations focused on diversity, equity, inclusion, and belonging (DEIB) to learn best practices and amplify efforts.

Why It Matters

Addressing the pay gap through an intersectional approach isn’t just the right thing to do—it’s a business imperative. Companies that prioritise diversity and equity see improved innovation, employee satisfaction, and financial performance. Moreover, closing these gaps ensures a fairer, more equitable society where everyone can thrive.

Netwomen is committed to championing these changes by providing a platform for women in business to connect, learn, and lead. Through our events, memberships, and courses, we aim to empower women from all backgrounds to achieve their potential and advocate for systemic change.

Let’s continue the conversation and work together to build a future where leadership and opportunity reflect the rich diversity of our world.

Contact Netwomen: hello@netwomen.co

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Pinky Ghadiali

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