What is Double Discrimination and Intersectionality?

Double discrimination occurs when an individual faces bias or unfair treatment based on two or more aspects of their identity — such as race, gender, or sexual orientation. In the workplace, this often means that women of color, LGBTQ women, or people from other marginalized groups encounter compounded barriers that go beyond what a single dimension of bias would predict.

In other words, the effects of these biases aren’t simply added together — they multiply. The discrimination experienced by someone who belongs to more than one marginalized group can be significantly greater than the sum of its parts.

How Double Discrimination Works

Many professional environments still struggle to account for intersectionality — the way multiple aspects of a person’s identity overlap and influence their experience.

• Women of color, for instance, may face both racial and gender bias.
• LGBTQ women may face both gender and sexual orientation bias.

These overlapping identities can amplify the challenges of being seen, heard, and promoted in corporate spaces.

Research shows that women of color are severely underrepresented in the corporate pipeline, trailing behind white men, men of color, and white women. This lack of representation isn’t about talent or ambition — it’s about opportunity. Women of color are less likely to receive promotions, mentorship, or recognition, and Black women in particular are disproportionately disadvantaged at nearly every stage of advancement.

Examples of Double Discrimination

To understand the reality of double discrimination, it helps to look at data and research.

Studies have found that compared to white women, women of color often receive lower performance ratings, fewer sponsorship opportunities, and less access to leadership roles.

The same trend applies to LGBTQ women. For example, research shows that lesbians experience more difficulty securing employment than women more broadly.

In one study, when a woman’s résumé included an affiliation with an LGBTQ advocacy group — such as volunteering or leadership in a community organization — she was significantly less likely to be called for an interview than a comparable candidate without that mention.

This subtle but powerful form of bias illustrates how assumptions about sexual orientation, race, and gender can interact in ways that reduce access to opportunity.

The Broader Impact: Intersectional Inequality

Double discrimination doesn’t just affect individuals — it impacts entire organizations. When bias limits who gets hired, promoted, or heard, workplaces lose valuable perspectives and innovation potential.

The data is clear: diverse teams outperform homogenous ones, but only when all voices are genuinely supported and included. If biases remain unchecked, talented employees disengage or leave, perpetuating cycles of underrepresentation and inequality.

Moreover, many people face more than two sources of bias — for instance, discrimination related to age, disability, religion, or socioeconomic background. The more marginalized identities intersect, the steeper the barriers to inclusion can become.

Double Discrimination Isn’t Limited to Women

While women of color and LGBTQ women are among the most affected, men can also experience double discrimination. Biases based on race, sexual identity, religion, age, or background can restrict opportunities, alter perceptions of competence, and affect career progression.

Acknowledging this reality doesn’t diminish the experiences of women — it broadens the conversation to ensure fairness and equality for everyone.

How to Recognize and Address Double Discrimination

Challenging double discrimination begins with awareness — but it must go further. Here are key steps individuals and organizations can take:

1. Understand Intersectionality

Recognize that people’s experiences can’t be reduced to a single identity category. Intersectionality, a concept introduced by Kimberlé Crenshaw, helps us see how systems of oppression overlap.

2. Collect and Examine Data

Track representation and advancement rates across race, gender, and other dimensions simultaneously. This reveals patterns that single-category reporting often hides.

3. Build Inclusive Policies

Adopt hiring, evaluation, and promotion practices that account for multiple forms of bias. Encourage inclusive leadership training that equips managers to recognize intersectional barriers.

4. Create Safe Spaces for Dialogue

Encourage open discussion about identity, belonging, and lived experience. Listening and empathy are essential tools for understanding and dismantling bias.

The Bottom Line

Double discrimination reminds us that bias is rarely one-dimensional. People don’t live single-issue lives — and our workplaces shouldn’t operate as if they do.

When we commit to understanding how different forms of discrimination interact, we take an important step toward true equity. Recognizing, naming, and addressing compounded bias helps ensure that everyone — regardless of race, gender, or identity — has a fair chance to succeed.

By becoming aware of these patterns, we move from acknowledgment to action — building workplaces that are not just diverse, but genuinely inclusive.