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The chapter revisits and updates an earlier analysis to assess the extent to which sociological social psychology’s treatment of race has changed since 2000, and evaluates the degree to which issues of intersectionality and sexuality are engaged in social psychological scholarship.

The chapter provides a content analysis of articles published between 2000 and 2012 in Social Psychology Quarterly, a leading journal in sociological social psychology, and of chapters published in two influential handbooks in social psychology.

It documents a notable increase in the percentage of articles in Social Psychology Quarterly in which race/ethnicity is referred to, included in the analysis, or seriously engaged. Patterns vary by methodological approach used in these articles. Social psychological attention to intersectionality and sexuality, as measured by the percentage of articles that broach these topics, is minimal.

This chapter restricts its analysis to the leading journal in sociological social psychology, but still demonstrates that there is potential for greater movement toward the incorporation of race/ethnicity, intersectionality, and sexuality in social psychological scholarship.

It calls attention to core topics in sociology that would benefit from greater scholarly engagement by social psychologists.

The purpose of this paper is to introduce the Special Issue developed from a joint research seminar of the Gender in Management and Identity Special Interest Groups of the British Academy of Management, entitled “Exploring the Intersectionality of Gender and Identity”. It also presents an introductory literature review of intersectionality for gender in management and identity/identity work researchers. The authors highlight the similarities and differences of intersectionality and identity approaches and introduce critiques of intersectional research. They then introduce the three papers in this Special Issue.

The authors review the intersectionality literature within and outside management and organisation studies and focus their attention on three intersectionality Special Issues (Sex Roles, 2008, 2013 and the European Journal of Women’s Studies, 2006).

The authors outline the ongoing debates relating to intersectionality research, including a framework and/or theory for identity/identity work, and explore the shared tenets of theories of intersectionality and identity. They highlight critiques of intersectionality research in practice and consider areas for future research for gender in management and identity researchers.

The authors provide an architecture for researchers to explore intersectionality and to consider issues before embarking on intersectional research. They also highlight areas for future research, including social-identities of disability, class and religion.

Gender in Management: An International Journal invited this Special Issue to make a significant contribution to an under-researched area by reviewing the shared and different languages and importantly the shared key tenets, of intersectionality, gender, identity and identity work from a multidisciplinary perspective.

Intersectionality research is normative; rooted in a desire to improve society as inspired by Sojourner Truth’s 19th century writings and Kimberlé Crenshaw’s ongoing contemporary legal crusade. Overlapping social identity dimensions which constitute every human individual must be recognized and multidimensionality of lived experiences among people embraced. These dimensions intersect such that no one is just a gender or an ethnicity or a (dis)ability or a sexual orientation or a social class or a religion, and so on. Furthermore, intersectionalities are not some collection of layers that are piled or added on. Humans possess many distinctive social identity qualities simultaneously and they interplay in unique ways.

Those who embrace multiplicity of social identity dimensions and explore how they intersect also posit that uneven power distribution in a society complicates situated identities by more firmly entrenching some people at the center and others in the margins. Researchers dedicated to dismantling infrastructures supporting inequality and desirous of elevating multi-textured voices of the disenfranchised are drawn to intersectional analyses. Overall, intersectionality scholars question perceived group homogeneity, essentialist categories, and argue that there are substantial intra-group differences.

Intersectionalities of social identity dimensions play a significant role in organizational work environments. Critiqued in this chapter are ways that organizations use the business case to gain advantages when thinking of social identity intersectionality in terms of “double dipping” and recruiting the “two-fer” in order to satisfy government-imposed policies. In particular, occupying a liminal space due to social identity intersectionality, stereotypes, and othering effects are explored. Chapter 3 examines these issues and more according to themes of: defining intersectionality, “unbending” social identity intersectionalities, applying intersectionality in organizations, and advancing intersectionalities scholarship.

Framed by the intersectionality perspective and results from prior research, we examined the effects of race/ethnicity, gender, probation violations, and type of violation on juvenile justice case outcomes in a Mid-Atlantic state.

Bivariate and multivariate analyses in the form of logistic regression were used to assess the extent race and ethnicity, gender, probation violations, and the type of violation, individually and in combination, impact case outcomes.

The findings indicate that the race/ethnicity of the youth, his or her gender, and whether involved in a probation violation and to some degree the type of violation, individually and in some cases, jointly, effect juvenile justice decision making. These relationships often involve receiving both harsh and lenient outcomes. We interpret the results as evidence that stereotyping plays out differently when race/ethnicity and gender intersect.

The study contributes to the general literature by (1) examining the neglected combination effects of race/ethnicity and gender with increased social control within juvenile justice proceedings; (2) including Hispanic youth; and (3) looking at the interrelationships among race/ethnicity and gender with the treatment of probation violators.

The purpose of this paper is to make a case for empirical research for British Pakistani managerial and professional women, a group who have remained invisible in organization studies; to give voice to their experiences, to highlight the issues and challenges they are facing as women who have careers, their perceptions of what they are and how they have reached where they are and where do they think they would be going while taking an all‐inclusive view of the historical/social/culture/religious context.

The paper undertakes a comprehensive re‐examination of the intersectional approach. An approach of gender with ethnicity and with religion and nationality or diaspora is suggested, in order to capture identities and focuses on relationship between gender and other categories of difference, in particular gender.

A review of race/ethnicity in organization studies in the UK reveals the homogenizing of ethnicities and a gap, as there is a lack of focused research on a large ethnic group in the United Kingdom. The paper then argues for intersectionality as being the most valid method as a means of analysis of a complex phenomenon, as it bridges partly the theoretical gap between critical theory and liberalism or deconstructionist tradition.

Empirical research on this marginalized group of women will highlight the structures and systems that are created and maintained. These may be self‐created and self‐perpetuated, but unless and until voice has been given to their experiences they will remain unknown.

This paper seeks to explore the difficult territory of intersectionality as it relates to inequality and disadvantage in the labour market of the arts and cultural sector. It aims to first examine the way Acker's concept of inequality regimes is located in the extant literature. Then, it aims to study the dynamics of intersectionality in the arts and cultural sector, which offers an ideal setting with interesting and counter‐intuitive outcomes of intersectionality.

The paper draws on a qualitative study which generated interviews with students, employers and higher education institutions which are involved in industrial placements (internships) in the arts and cultural sector in Britain.

In line with Acker, the paper also disputes a‐contextual and cumulative formulations of intersecting inequalities that rely on multiplying the unequal outcomes on the basis of traditional categories of disadvantage. Instead, it argues that multiplicity of identities and forms of disadvantage introduce complexity and contextual depth into the analysis of inequality if we are to understand interplay between different forms of disadvantage. In addition, the paper maintains that intersectionality produces surprising outcomes which vary across industrial contexts, in particular across different sectors of employment. It uses the case of work undergraduate and postgraduate placement practices in the arts and cultural sector, in order to demonstrate the unexpected nature of intersectionality in producing disadvantage.

The study draws on a selection of students, employers and higher education staff from London. A larger selection of institutions outside London could reveal differences between London and other cities and regions in Britain.

Intersectionality is an important concern for diversity and human resources management professionals. This paper provides an assessment of it in an unusual sectoral context.

There is need to develop an emic understanding of intersectionality in each sector.

In the literature, intersectionality is problematised at workplace and individual levels. This paper's view of intersectionality is original in the sense that it explores how intersectionality operates at a sectoral level. In doing so, it demonstrates that salience of a strand of inequality in terms of producing intersectional disadvantage depends on the context.

Gloria Pritchett – the fiery and caring Latina mother in Modern Family – is believed to recreate cultural and gender stereotypes. This audience study was interested in situating her as an intersectional representation to recognize that numerous social categories coproduce her characterization not just one. Textual analyses of open-ended questions reveal that participants tend to explicitly and exclusively discuss her stereotypes in ethnic and gender terms, with an emphasis on the former. However, a semantic analysis of the words/adjectives used to describe Gloria Pritchett suggested these share meaning across multiple social categories. Some aspects of her representation, like those based on ethnicity and gender (her Latina wisdom) or ethnicity and social class (her social mobility from Colombia to the United States), were found commendable, respectable, and likable. Eventually, the social identities encompassing Gloria Pritchett are taken apart and compounded, which in turn, suggest that her intersectionality was malleable for viewers.

The purpose of this paper is to discuss the concept of intersectionality. In recent management writing, a vocabulary has been introduced which enacts concepts such as assemblages, multiplicity, rhizomes, and becoming. Such a vocabulary is helpful when revising the theoretical models used in gender research.

Drawing on this fluid mode of thinking, which is fundamentally indebted to a process thinking that favours becoming and change over stability and fixed entities as the primary analytical categories, the concept of intersectionality is discussed.

It is suggested that intersectionality perspectives, a concept developed to enable the analysis of co‐existing and co‐operating registers of knowledge and power, may inform gender and diversity studies and organization theory in general. Rather than reducing all sorts of identities or subject‐positions to a single plane, intersectionality perspectives conceive of identity as being derived from different registers functioning as shifting planes, at times operating detachedly from one another; in other cases directly overlapping and even clashing.

Intersectionality thinking is capable of influencing a variety of organizational and managerial practices.

The paper seeks to bridge process thinking, gender theory, and diversity management literature through introducing the concept of intersectionality as a helpful tool when thinking of organizational practice.

Using intersectionality and introducing newer developments from critical cross-cultural management studies, this paper aims to discuss how diversity is applicable to changing cultural contexts.

The paper is a conceptual paper built upon relevant empirical research findings from critical cross-cultural management studies.

By applying intersectionality as a conceptual lens, this paper underscores the practical and conceptual limitations of the business case for diversity, in particular in a culturally diverse international business (IB) setting. Introducing newer developments from critical cross-cultural management studies, the authors identify the need to investigate and manage diversity across distinct categories, and as intersecting with culture, context and power.

This paper builds on previous empirical research in critical cross-cultural management studies using intersectionality as a conceptual lens and draws implications for diversity management in an IB setting from there. The authors add to the critique of the business case by showing its failures of identifying and, consequently, managing diversity, equality/equity and inclusion (DEI) in IB settings.

Organizations (e.g. MNEs) are enabled to clearly see the limitations of the business case and provided with a conceptual lens for addressing DEI issues in a more contextualized and intersectional manner.

This paper introduces intersectionality, as discussed and applied in critical cross-cultural management studies, as a conceptual lens for outlining the limitations of the business case for diversity and for promoting DEI in an IB setting in more complicated, realistic and relevant ways.