The recent IDB study reveals that migrants face significant barriers in the job market, particularly discrimination and lack of recognition of their credentials. To address these issues, the report suggests adopting an intersectional approach to address general migrant issues in workspaces.Read More
Self-perception and intersectionality are deeply connected, allowing us to better understand our identity and that of others. By studying intersectionality, we gain tools to create a more just and inclusive world, recognizing and valuing the diversity of experiences and perspectives.Read More
Beyond Borders: Stigmas and Challenges in the Inclusion of Migrant Women in Latin America and the Caribbean. In Latin America and the Caribbean, migrant women face unique challenges in their inclusion, marked not only by common migration barriers but also by gender stigmas and discrimination.Read More
Disability is not always visible. Society often overlooks or misinterprets the experiences of those living with non-visible conditions. This publication seeks to shed light on these realities, promoting greater understanding and empathy towards individuals with disabilities, both visible and non-visible.Read More
Granting privileges? While it might seem like a measure to level the playing field, granting privileges can result in a superficial solution that doesn't address the structural roots of inequality.Read More
The Intersections of Affective Semiology: How Do They Impact Individual Experiences? The uneven development of affective semiotics in comparison to intellectual functions has not only been an academic phenomenon but has permeated the intersections and life experiences of each individual.Read More
Every November 25th, we commemorate the extrajudicial killing of the Mirabal Sisters in 1960, for being women and activists against the prevailing dictatorial regime in the Dominican Republic. This date aims to raise awareness of violence against all women and girls worldwide and demand systematic policies for its eradication. Let’s understand that violence against women is defined as any act of violence that results or may result in physical, sexual, or psychological harm or suffering, as well as threats of such acts, coercion, or arbitrary deprivation of liberty, whether it occurs in public or private life. Recognizing this truth is the first step to creating real change. The statistics are alarming; 30% of women have experienced some form of violence from their partners at some point in their lives. Moreover, 71% of global victims of human trafficking are women and girls, and 3 out of 4 are victims of sexual exploitation. For trans women, these numbers are even more concerning due to the discrimination and exclusion they face, resulting in 86.7% of the LGBT population being victims of violence in workplace environments. Prevention requires significant investment. It’s more than financial resources; it involves profound changes in our attitudes and society....Read More
#SustainabilityDEI . Sustainability in Diversity, Equity, and Inclusion (DEI) processes involves the creation and long-term maintenance of environments where individuals can be authentic and fully leverage their abilities and talents without limitations imposed by social norms, prejudices, or invisible barriers. . It's about establishing structures and practices that endure over time, ensuring that efforts toward diversity, equity, and inclusion are not merely momentary but deeply embedded in the culture and daily operation of an organization or community. . This entails a continual commitment to active listening, adaptation, ongoing learning, and the evolution of policies and practices to ensure equal opportunities for all and to make everyone feel valued, thereby contributing to the construction of a more equitable and diverse environment in the long run. . www.interseccionale.com . #DEISustainability #InclusiveEnvironments #LimitlessTalent #EquityCulture #ActiveDEIListening #EqualOpportunities #WorkplaceAuthenticity #CulturalDiversity #DEICommitment #SustainableInclusion #DEIinCulture #SustainablePractices #LongTermEquity #DEICulturalChange #CommunityBuildingRead More
MERITOCRACY AND DEI Meritocracy only makes sense when equitable policies and practices are established that prioritize and ensure access to information, opportunities, resources, and support for all team members. Otherwise, it becomes mere rhetoric that fails to recognize diversity and perpetuates the belief that success depends solely on individual effort. This serves only to justify and perpetuate inequalities, benefiting those who already have advantages. Meritocracy turns out to be an illusion and a false promise that does not represent the shared reality of individuals belonging to marginalized groups. In the context of Diversity, Equity, and Inclusion (DEI), it is crucial to recognize that meritocracy cannot exist in a vacuum. For organizations to truly promote equal opportunities and equitable development for all their members, they need to go beyond mere statements and adopt concrete actions. These active measures involve eliminating systemic barriers, providing access to professional development programs, and creating an inclusive work environment where all voices are valued. However, the complexity of equality deepens when we consider intersectionality. This recognizes that individuals have multiple characteristics that make up their identity, such as gender, sexual orientation, or disability, and that these characteristics can interact to create unique experiences of discrimination and...Read More
