Dec 18 2024
By Sami Dar, Co-Founder of the 10,000 Able Interns Programme
Our identities are restless. They absorb and reflect our lived experiences, constantly evolving as we move through life. I often think of the saying, “You can’t step into the same river twice.” Every detail—your upbringing, your education, even your commute to work today—shapes who you are. Whether shaped by fate or the serendipity of circumstance, our experiences continuously redefine us.
Then there are the more stable facets of identity, the cornerstones of who we are. They’re the edges of a jigsaw puzzle, setting the parameters before you start filling in the details. These elements—gender, race, disability, sexuality, class—are not just robust but unshakeable. They ground us, yet they also profoundly influence the lives we live, often in ways that extend beyond personal control. While I don’t inherently view these traits as positive or negative, they undeniably intersect with societal structures that can impose significant constraints, particularly for those of us who identify as minorities.
Now, consider those who carry multiple identities—who are not just this or that, but this and that. Alongside my own lived experience as a Disabled South Asian person, this presents a unique insight into the intersectionality between race and disability. These barriers don’t simply stack up; they synchronise, creating entirely unique obstacles that can feel insurmountable.
At the 10,000 Interns Foundation, we’ve worked tirelessly to ease such constraints for both Black and Disabled communities. Our work has afforded me a unique perspective on the intersection of race and disability and the additional hurdles it creates. Over 1,000 applicants to the 10,000 Black Interns programme this year were eligible to receive disability support services. The interplay of these facets often ensures that individuals like me are kept from realising their full potential.
A Historical Lens on Intersectionality
The roots of these barriers lie in eugenicist ideologies that once sought to define “value” within the population—placing white, able-bodied individuals at the top. In the early 20th century, these ideas fueled a wave of sterilisation and institutionalisation targeting Disabled ethnic minorities across Europe and North America, practices that continued into the 1970s.
While such policies may feel like distant history, their effects are far from abstract. They have shaped institutional practices in profound ways. From healthcare to education, Disabled ethnic minorities continue to face systemic disadvantages. For example, studies focusing on ethnic minority health are disproportionately underfunded, leading to delayed or inaccurate diagnoses. In a healthcare system where early intervention can be life-saving, the consequences are grave.
Why Intersectionality Matters
Even within disability rights movements, the voices of Disabled ethnic minorities are often marginalised. Advocacy efforts tend to center white experiences, leaving little room to explore the compounded challenges faced by those of us with overlapping identities. This exclusion raises a critical question: why does intersectionality matter?
For those of us living at the intersection of multiple identities, the answer is clear. The combination of greater barriers and fewer opportunities for advocacy creates a labyrinth that is nearly impossible to navigate.
Workplace Realities and the Way Forward
In the workplace, even the most inclusive employers can fail to adequately address intersectionality. When organisations engage with Employee Resource Groups (ERGs) in a linear, siloed manner, they overlook the overlapping facets of identity that shape employees’ unique experiences. For example, Disabled ethnic minorities face compounded discrimination during hiring and often receive less access to reasonable adjustments compared to their white Disabled counterparts.
The challenges don’t end there. Many Disabled ethnic minorities are also more likely to come from low-income families, lacking the career guidance that many others take for granted—guidance on crafting CVs, building networks, or navigating professional spaces.
To truly support employees, organisations must move beyond viewing identity as a set of discrete categories. We need to embrace a more nuanced approach, one that acknowledges the interconnected nature of race, disability, and other aspects of identity. By doing so, we can better understand and meet the needs of individuals—not just as employees but as people.
Looking Ahead
Recognising and addressing intersectionality isn’t just about fairness—it’s about unlocking potential. As organisations, we have a responsibility to move past token gestures and start crafting solutions that address the real, lived experiences of those at the intersections. Because when we do, we create spaces where everyone has the chance to thrive—not despite their identities, but because of them.
