Identity is multifaceted and changeable, often evolving over time as we grow and experience new things. It’s a crucial part of how every one of us sees ourselves and how we are perceived by others. It encompasses various characteristics, including personality, values, interests and background as well as legally protected characteristics defined in the Equality Act 2010. Those protected characteristics are: age, disability, gender reassignment, pregnancy and maternity, marriage and civil partnership, race (ethnicity, nationality/national origin and skin colour), religion and belief, sex and sexual orientation.
Intersectionality considers how different aspects of our identity interrelate, and in many cases they can have a cumulative impact on a person’s opportunities or outcomes in life. For instance, someone with a disability who is from a minority ethnic group and living in a deprived, rural area could face different challenges and opportunities compared to someone with the same disability who is White British and living in an affluent, urban area.
We have developed a model of intersectionality to consider these different characteristics and how they interrelate:
Model of Intersectionality
Physical
Disability (sensory, mobility, learning, mental health, neurodiversity, disfigurement, long term condition etc.), health, size, appearance, age, sex, gender reassignment, gender identity and expression.
Global
Ethnicity, nationality, heritage, immigration status, skin colour, language.
Social
Family and relationships such as single-or co-parent, grandparent, family size, sexual orientation (lesbian, gay, bisexual, straight etc), partnership status, social connectivity or isolation, care experienced.
Economical
Education level and skills, employment status, employment type, housing tenure, personal and family wealth.
Behavioural
Personality attributes such as introvert, extrovert, task focussed, people focussed, detail/data focussed, Myers Briggs ‘16 personalities’, team and leadership style, sense of humour.
Cultural
Religion and belief, political beliefs, values. Subcultural interests and lifestyle such as hobbies, fashion, pets, food and drink, music and arts.
[Characteristics listed are not exhaustive]
This model expands on the Social Graces model used in Social Care practice.
This model can also be used alongside the Wheel of Power/Privilege by Sylvia Duckworth. The wheel explores how more marginalised or minoritised people are more likely to experience disadvantage. Having one or more characteristic can increase the likelihood and experience of disadvantage.
Considering intersectionality in practice
Please see our Position Statement on Inclusion by Design.
Having inclusive and open conversations
Across public services there are many situations, particularly when supporting people, where it is necessary to consider intersectionality and be able to have open and inclusive conversations about identity. For example, as a social care professional, registered or otherwise, everyone should be asking questions about protected characteristics and identity when assessing needs. It is essential to do so in a respectful, sensitive, and legally compliant manner. The goal is to understand the person’s needs and preferences, enabling a thorough and person-centred assessment to be completed while ensuring they feel comfortable, supported and understood.
Key considerations when discussing identity and intersectionality:
- Ensure voluntary disclosure: Make it clear that sharing this information is completely voluntary.
- Respect boundaries: If the individual does not wish to disclose information about themselves, respect their decision.
- Language sensitivity: Always use inclusive and neutral language that avoids assumptions or stereotypes. Be mindful that language and terminology changes.
- Privacy: Respect their privacy and autonomy, assure them that any information shared will be kept confidential and only used for the purposes of providing appropriate support. Information may be shared in the event of a safeguarding concern. Devon County Council: Information Sharing Guidance
How to hold inclusive and open conversations about identity:
- Create a safe environment: Ensure the setting is private and comfortable. This helps people feel secure and more willing to share personal information.
- Use open-ended questions: Ask questions that encourage detailed responses rather than yes/no answers.
- Active listening: Show genuine interest in what the person is saying. This could include using verbal and non-verbal cues like nodding, eye contact, and summarising their points to show understanding. Note that some people find direct eye contact uncomfortable because of culture or neurodiversity.
- Avoid assumptions: Approach each conversation without preconceived notions. Let the person define their own experiences and identities.
- Cultural competence: Be aware of and sensitive to cultural differences. Educate yourself about the diverse backgrounds of the people you work with and the wider community to better understand their perspectives.
- Empathy and respect: Show empathy by acknowledging and validating their feelings and experiences.
- Clarify purpose: Explain that you are asking about their protected characteristics in order to understand their unique circumstances and support them better. It is also important to clarify who they consent to this information being shared with.
- Reflective practice: Regularly reflect on your own biases and how they might affect your interactions. Discuss in supervision or use peer support to discuss and improve your practice.
- Professional curiosity: Demonstrate professional curiosity by looking beyond the surface. Ask thoughtful questions, seek clarification and explore any concerns you may have.
Remember – always keep in mind the power indifference at play in any given situation with a service user. Consider what impact this may have on their engagement with you.
Managing uncomfortable feelings:
It’s crucial for us to overlook our own discomfort during challenging conversations to maintain a high level of professionalism and provide empathic support. This approach helps build trust and ensures clients feel heard and respected. By managing our own discomfort, we can communicate more effectively, fostering strong relationships and a supportive, caring environment. Additionally, facing uncomfortable situations contributes to personal and professional growth, enhancing resilience and improving their ability to handle future challenges. Ultimately, this dedication to well-being leads to better outcomes and a higher quality of customer service.
Acknowledging and discussing discomfort in supervision is an important step because it provides a safe space to reflect on experiences and receive guidance. Supervision helps workers process their emotions, gain new perspectives, and develop strategies to manage complex and challenging situations more effectively. By addressing discomfort openly, workers can enhance their skills, maintain high standards of care, and continue to provide empathetic and professional support to their clients.