ABSTRACT
This chapter examines intersectional inequities in the public and nonprofit sector. It explores legal and representative dimensions of intersectionality and demonstrates how statutory, case law, and organizations can promote fairness and justice. The authors suggest intersectional management strategies to address overlapping inequities during times of crisis. They suggest that organizations focus on collaborations and outreach among employees and clients to increase opportunities for expanded intersectional voices and experiences being considered, valued, and involved in the decision-making and implementation process, which ultimately will promote increased social equity and fairness in policies. Organizations can enhance their performance by aligning their strategy with the organizational structure and culture, and by overcoming hegemonic power dynamics and narratives that serve as barriers to a more intersectional management approach. An intersectional realignment of organizational processes will allow organizations to analyze their policies at the meso and service level to ensure that they are neither exclusionary nor discriminatory.
