Marjolein Dennissen

66 The Herculean task of diversity networks Table 4. Additional data and supporting quotes Structural intersectionality Supporting quotes Complying with the single category structure The first network that I came across, was the [young employee network]. When I started, it was not like ‘yeah, you have a Moroccan background.’ [...] So that is why I never looked at the [ethnic minority network], because I did not feel diverse. (Marvin, ethnic minority network and young employee network Finance) The only connecting aspect is that you are all employees, not that you all have a disability. When you look at the women’s network, or [the ethnic minority network], then you see that they connect more often on the basis of their shared […] gender or culture. (Tim, disability network Finance) With women, there are very different problems, that is related more to home.. work-life balance. […] I am not saying that this is not the case with ethnic minorities, but that is a different problem, it is more about acceptance and to be allowed to be different. (Sonya, women’s network and ethnic minority network Finance ) Problematizing the single category structure as individual problem I like to meet lesbian women. With straight women not so much. [...] So... then I feel… it does not matter, but it does not appeal to me [I: And how do you feel?] Well, left out. No recognition. (Emma, LGBT network Finance) Our network does of course […] people are not only homosexual, but also have different ethnicities and those are also in our network. So we are a very diverse network. (William, LGBT network Govt) So in being different you are all the same, and that is what I mean. [...] That feels like coming home [in the ethnic minority network] and that is.. with women that is less so, that just not occur. That homey feeling. [...] [I]f you are not careful, the [women’s network] will be, to speak frankly, blond, white, blue eyes, eh. (Sonya, women’s network and ethnic minority network Finance) Challenging the single category structure We do have amanyWhites in the network. That is nice on the one hand, because they support the subject. But on the other hand, it is also a bottleneck: why do people not think about being diverse? (Marvin, ethnic minority network and young employee network Finance) Compared to the number in the overall organization, [LGBT] women are frequently underrepresented in [LGBT] networks. Within this [lunch]group of [LGBT] women, the L [of Lesbians] is dominating. Goals [of this lunch meeting]: - to discuss women and networks: how diverse are we? - create visibility for [LBT] women and support diverse involvement in the workplace, in our networks and organizations. (Document: Agenda lunch meeting LGBT women, Finance)