Marjolein Dennissen

133 Discussion Hercules and the Hydra Diversity networks can provide historically marginalized employees with voice and a safe space, collect and tell their stories of exclusion, and address diversity- and inequality-related issues with the organizational management. However, as single category diversity management practices, these networks have no attention for intersectionality. In this dissertation, I showed how the focus of diversity management practices on disadvantage and single categories has failed to capture that the role of privilege is equally important in maintaining and reproducing inequalities in organizations. Diversity is not a single category issue nor is it only about disadvantage. As Grillo (1995) pointed out, “in every set of [identity] categories there is not only subordination, but also its counterpart, privilege” (p. 18). She further describes this interrelationship as a “double-headed hydra”: disadvantage cannot be dismantled without also eliminating privilege (Grillo, 1995, p. 18-19). Thus, the implications of intersectionality for practice are twofold. First, diversity networks, policy makers, and diversity practitioners need to be aware of multiple identities within diversity categories. Second, and relatedly, a refocus on privilege is needed. Scholars agree that attention to intersectionality is needed to challenge inequality, but they also acknowledge that translating intersectionality research into concrete interventions is mostly problematic and uncharted terrain (Rodriguez et al., 2016). Based on my dissertation, I present a few preliminary suggestions. My first suggestion is that diversity networks need to reflect on the heterogeneity within their networks. This entails being aware of the multiple identities of members and how these identities intersect with disadvantage and privilege. Grillo (1995) noted that it is important to listen to the lived experiences of those who are less privileged. Diversity networks can facilitate such discussions by providing space or organizing events for intersectional marginalized groups within the networks. For example, I saw how LGBT women wanted to create visibility for LGBT women within their LGBT networks. They took part in so-called BLT lunches that were specifically organized for women within LGBT networks, without the G representing gay men who are privileged based on their male identities. During these lunches, women discussed their underrepresentation in LGBT networks, as well as the lack of focus and understanding on bisexuality and transgender issues. As such, diversity networks can open up discussions about intersectionality, intersectional marginalization, and privilege. My second suggestion is based on political intersectionality. The literature on political intersectionality in social movements has illustrated how several social groups were able to organize themselves around shared issues of oppression and inequality and to successfully address these issues. Although my research has shown that collaboration between different diversity networks is fraught with problems, diversity networks do acknowledge their potential to form coalitions in their struggles for equality. The difficulties that diversity networks encounter in working together also show how collaboration is a Herculean task that requires effort and perseverance. Holvino (2012), for instance, reported about a working meeting of her own women-of-color diversity network in which they first explored their ethnic and class