Marjolein Dennissen

75 An intersectional analysis of diversity networks ‘we [disadvantaged networks] want to do something nice with our club because we are already disadvantaged’. (Tim, young employee network Govt) [There] were multiple moments when those other clubs with us, uh... wanted to sit together and then make some sort of statement together. We never felt really… [their] approach was more about complaining and we did not want that. We saw ourselves more as a change-club, that was doing positive, creative things. (Hannah, young employee network Govt) The accounts of Tim and Hannah illustrate that the young employee network is not very willing to collaborate with other diversity networks that represent disadvantaged groups. According to Tim and Hannah, the goals of the young employee network and the goals of the other diversity networks differ. They state that the young employee network wants to make a positive contribution to the organization. With the exception of the LGBT network, the other diversity networks are seen as complaining and trying to gain something (e.g., financial resources, facilities) from the organization. By doing so, Tim and Hannah construct a dichotomy between diversity networks that are adding value to the organization versus diversity networks that are disadvantage-centred. Only diversity networks that are making a contribution to the organization are considered valuable and worthwhile, a line of reasoning well known as the business case (Zanoni et al., 2010). Previous intersectionality research highlighted a competition between disadvantaged groups to prove themselves as the most oppressed. Hancock (2007) has termed this competition the Oppression Olympics . However, I observe that diversity networks tone down oppression in order to be considered as a valuable coalition-partner to the organization as if they are partaking in a reversed Oppression Olympics . We are not a crybaby-club, so it should not be about, ‘jeez what are we piteous and you have to help us’, no: we are a club that says, well, we can mean something to the organization. ( John, disability network Govt) I want to initiate a [network] based on strength, a network-club, a knowledge-club, rather than ‘we have a few pathetic boys that sit in the corner and we need to get them out of there’. (Peter, LGBT network Finance) These quotes illustrate the networks’ emphasis on strength, knowledge and their positive contribution to the organization, rather than on pity and disadvantage. Diversity networks that are critical towards the organization, that want to make a statement or ask for facilities, are considered as complaining and whining. In the reversed Oppression Olympics, diversity networks emphasize their added value to the organization and tend to deflect attention to any kind of oppression. As such, organizational critique with regard to the inequalities that