1
, Introduction = intersectionality
Why this framework ?
Culture is
o A complex, multi-layered concept
o Strongly linked to identity
o It’s not a characteristic of someone, it’s something social
o But also strongly ‘contextualized’: culture ‘happens’ between people
dealing with diversity and power relations are important underlying
mechanisms
Intersectionality is a framework for understanding power, identity and
inequality basic layer for dealing with insights from cross – cultural
psychology
o Exists alongside other visions, frameworks or approaches
o Often, one vision or approach is developed in response to another
INTERSECTIONALITY IS ABOUT DIVERSITY AND INCLUSION
Diversity =
o The realization that every individual is unique
o There are differences between certain groups of people
How to deal with diversity?
o Exclusion: 'normal people' vs. 'non-normal people' (polarising)
o Segregation (separation): separating certain groups
o Assimilation: those who (can) adapt are considered to be part of society
o Integration: minorities take over characteristics of the majority culture, to be
part of the society while preserving their identity
o Inclusion: engagement – openness to differences, without a dominant
voice / role that determines who does or does not belong
STARTING POINT: equality and equal rights (the first 4 had normality
as a starting point)
2
,OPENESS TO DIFFERENCES: HOW TO DO THAT?
Putting on a different lens (developing awareness of one’s own stereotypes
and prejudices)
Categorising (~ creating order in complexity) = ‘mental shortcuts’
o A natural cognitive process
o Also used in social interactions
However, categorising can lead to
o Stereotyping
Attributing a specific characteristic to an entire group
Assuming that all individuals within that group share the same trait
Overlooking individual variation and unique characteristics
o Prejudices
A negative attitude towards someone without sufficient evidence
An evaluation based solely on group membership
Everyone engages in stereotypical thinking and holds prejudices at times
o We are often unaware of our implicit biases
o Prejudices can distort or obstruct rational and critical thinking
How do stereotypes and prejudices develop?
o Through repeated exposure (books, media, education, socialisation,
institutional practices)
o Through cultural narratives that define what is considered “normal”
o Through processes of categorisation that simplify social complexity
Stereotypes can strengthen in-group cohesion, but they also reinforce
hierarchies between groups
3
, The structural risk = when stereotypes and prejudices are treated as
objective truth, that can lead to…
o Discrimination
o Exclusion
o Racism and other forms of structural inequality
o “us versus them” thinking (polarisation)
Importantly, these processes are not only individual — they can become
embedded in institutions, policies and professional practices without people
being aware of it
What can we do about this?
1) Reflexive awareness
o Identify blind spots
Blind spots = things you don’t want to look at because they bring you in
discomfort
o Recognise how your own position shapes perception
2) Structural consciousness
o Question dominant norms
o Ask: Who benefits? Who is disadvantaged?
o This way, you shift the focus from “individual differences” to power relations
and inequality.
3) Practice intersectional thinking
o Move beyond single categories
o Think in terms of intersecting partial identities
People have multiple identities at the same time.
o Analyse power relations, not just differences
4
, Introduction = intersectionality
Why this framework ?
Culture is
o A complex, multi-layered concept
o Strongly linked to identity
o It’s not a characteristic of someone, it’s something social
o But also strongly ‘contextualized’: culture ‘happens’ between people
dealing with diversity and power relations are important underlying
mechanisms
Intersectionality is a framework for understanding power, identity and
inequality basic layer for dealing with insights from cross – cultural
psychology
o Exists alongside other visions, frameworks or approaches
o Often, one vision or approach is developed in response to another
INTERSECTIONALITY IS ABOUT DIVERSITY AND INCLUSION
Diversity =
o The realization that every individual is unique
o There are differences between certain groups of people
How to deal with diversity?
o Exclusion: 'normal people' vs. 'non-normal people' (polarising)
o Segregation (separation): separating certain groups
o Assimilation: those who (can) adapt are considered to be part of society
o Integration: minorities take over characteristics of the majority culture, to be
part of the society while preserving their identity
o Inclusion: engagement – openness to differences, without a dominant
voice / role that determines who does or does not belong
STARTING POINT: equality and equal rights (the first 4 had normality
as a starting point)
2
,OPENESS TO DIFFERENCES: HOW TO DO THAT?
Putting on a different lens (developing awareness of one’s own stereotypes
and prejudices)
Categorising (~ creating order in complexity) = ‘mental shortcuts’
o A natural cognitive process
o Also used in social interactions
However, categorising can lead to
o Stereotyping
Attributing a specific characteristic to an entire group
Assuming that all individuals within that group share the same trait
Overlooking individual variation and unique characteristics
o Prejudices
A negative attitude towards someone without sufficient evidence
An evaluation based solely on group membership
Everyone engages in stereotypical thinking and holds prejudices at times
o We are often unaware of our implicit biases
o Prejudices can distort or obstruct rational and critical thinking
How do stereotypes and prejudices develop?
o Through repeated exposure (books, media, education, socialisation,
institutional practices)
o Through cultural narratives that define what is considered “normal”
o Through processes of categorisation that simplify social complexity
Stereotypes can strengthen in-group cohesion, but they also reinforce
hierarchies between groups
3
, The structural risk = when stereotypes and prejudices are treated as
objective truth, that can lead to…
o Discrimination
o Exclusion
o Racism and other forms of structural inequality
o “us versus them” thinking (polarisation)
Importantly, these processes are not only individual — they can become
embedded in institutions, policies and professional practices without people
being aware of it
What can we do about this?
1) Reflexive awareness
o Identify blind spots
Blind spots = things you don’t want to look at because they bring you in
discomfort
o Recognise how your own position shapes perception
2) Structural consciousness
o Question dominant norms
o Ask: Who benefits? Who is disadvantaged?
o This way, you shift the focus from “individual differences” to power relations
and inequality.
3) Practice intersectional thinking
o Move beyond single categories
o Think in terms of intersecting partial identities
People have multiple identities at the same time.
o Analyse power relations, not just differences
4
