Marjolein Dennissen

77 An intersectional analysis of diversity networks orientation, so we have been brainstorming about that; what could you do with that? But I am afraid that if we organize a joint event that it will especially involve the gaybian-members and a large part of our members to a lesser extent. So that is a bit difficult. ( Joe, ethnic minority network Finance) Although the LGBT network would like to address the struggles of ethnic minority LGBT employees, the ethnic minority network is portrayed as less enthusiastic. Joe’s excerpt shows that a coalition between the ethnic minority network and the LGBT network is seen as relevant and interesting. According to Joe, there are similar issues that members of both networks struggle with, especially members with intersecting ethnic minority-LGBT identities. Nevertheless, Joe also displays his doubts about a joint event that would only cater to the ethnic minority-LGBT members, and not for the “majority” of non-LGBT members of the ethnic minority network. Hence, a broader, less controversial theme, just drinks or networking are suggested as alternatives for a joint event. Narrowing down the relevance of an LGBT-related theme to only those members with LGBT-ethnic identities, homosexuality is reduced to an issue of a small minority of network members rather than amatter of the organization at large. Instead of challenging organizational heteronormativity – i.e., the portrayed norm of heterosexuality within organizations and society (Wildman & Davis, 1994) – the ethnic minority network enacts heterosexual privilege by choosing to remain silent about LGBT-issues. Interestingly, they are silent about whiteness as well. An LGBT-related theme is the only theme that emerges when discussing a possible collaboration between the LGBT network and the ethnic minority network. Whiteness, either in relation to the LGBT network or to the organization, is not addressed. This reflects an identity politics that is preserving the privileged identities, in this case, the ethnic majority in the LGBT network and the heterosexual majority in the ethnic minority network. It is the privileged majority of the network who sets the agenda according to their interests. This does not include interrogating processes of privilege, heteronormativity and whiteness in the organization. My analysis of political intersectionality highlighted how diversity networks deal with the complex reality of multiple identities and their intersections. In theory, all diversity networks agree that “they should collaborate”. However, in practice, actual collaboration and coalition building shows to be difficult and challenging. I showed how a politics of privilege, i.e., a reversed OppressionOlympics and identity politics, create tensions between diversity networks that hamper collaboration and coalition building. Moreover, due to these politics of privilege, diversity networks fail to address the dynamics of multiple inequalities in organizations.