Research | Implementation | Impact

Exploring Intersectionality

Improving diversity and equity in healthcare leadership requires us to look beyond gender alone. Women’s experiences are not the same. The intersection of our social identities - such as race, ethnicity, disability and sexuality - can further marginalise women. A report by the Commission for Gender Equality in the Public Sector identified that compounding forms of discrimination impact career progression, pay inequality, and the experience of sexual harassment and discrimination at work. We also know that being a woman and from a racially marginalised background can limit access to resources and opportunities impacting on career trajectories and advancement to leadership (Zeinali et al, 2022).

We are exploring this across our work.

Collecting, reporting & acting on intersectional data is vital

Women make up over half of the workforce (75% in healthcare) but are consistently underrepresented in key decision-making and leadership roles across almost all sectors in Australia. Evidence shows that more women in leadership improves performance, productivity, and profitability. In healthcare, it leads to better and more equitable health outcomes for patients and improved quality of care.

To drive change for a fairer system that enables highly qualified and skilled women to progress in their careers and into leadership positions, it is vital to measure and evaluate the impact of workplace strategies, interventions, and actions.

Our latest report identifies current metrics and reporting in gender equity and equality, examining their alignment with evidence on advancing women in leadership, particularly in healthcare. We highlight challenges and opportunities across sectors, emphasising the need for refined progress measurement at national and jurisdictional levels.

For example, the evaluation and measurement of progress should include intersectional data that identify gender and other underrepresented identities, such as race and ethnicity, gender identity, sexual orientation, migration or visa status, and socioeconomic status. Collecting, reporting, and acting on intersectional data is essential for meaningful and transparent promotion of diversity within organisations and driving change for gender equity in healthcare leadership.

Read our full report here

Intersectionality Resource Guide

This resource guide is an adaptation of the SAGE Guidance on Intersectionality for the SAGE Athena Swan Accreditation Pathway. It is designed for healthcare organisations, professionals, policymakers, and advocates, providing practical, evidence-based tools and insights to promote intersectional approaches to gender equity, diversity, and inclusion initiatives. This guide aims to:

1. Foster a deeper understanding of intersectionality and highlight the importance of adopting an intersectional perspective in developing and implementing gender equity initiatives within the healthcare workforce.

2. Offer practical examples and actionable strategies for incorporating an intersectional lens in healthcare settings, enabling organisations to effectively address and dismantle structural barriers to gender equity.

3. Provide clear guidance on conducting intersectional analyses, ensuring that gender equity initiatives are informed by a comprehensive understanding of the diverse identities represented in the health workforce.

4. Support the development of an inclusive, equitable and supportive healthcare workforce, where individuals feel seen, respected, and valued.

Read our Intersectionality Resource Guide here