Purpose
The purpose of this paper is to review the literature on intersectionality and ascertain its potential for application to human resources (HR) research and practice. Particular attention is paid to its methodological issues involving how best to incorporate intersectionality into research designs, and its data issues involving the “curse of dimensionality” where there are too few observations in most datasets to deal with multiple intersecting categories.
Design/methodology/approach
The methodology involves reviewing the literature on intersectionality in its various dimensions: its conceptual underpinnings and meanings; its evolution as a concept; its application in various areas; its relationship to gender-based analysis plus (GBA+); its methodological issues and data requirements; its relationship to theory and qualitative as well as quantitative lines of research; and its potential applicability to research and practice in HR.
Findings
Intersectionality deals with how interdependent categories such as race, gender and disability intersect to affect outcomes. It is not how each of these factors has an independent or additive effect; rather, it is how they combine together in an interlocking fashion to have an interactive effect that is different from the sum of their individual effects. This gives rise to methodological and data complications that are outlined. Ways in which these complications have been dealt with in the literature are outlined, including interaction effects, separate equations for key groups, reducing data requirements, qualitative analysis and machine learning with Big Data.
Research limitations/implications
Intersectionality has not been dealt with in HR research or practice. In other fields, it tends to be dealt with only in a conceptual/theoretical fashion or qualitatively, likely reflecting the difficulties of applying it to quantitative research.
Practical implications
The wide gap between the theoretical concept of intersectionality and its practical application for purposes of prediction as well as causal analysis is outlined. Trade-offs are invariably involved in applying intersectionality to HR issues. Practical steps for dealing with those trade-offs in the quantitative analyses of HR issues are outlined.
Social implications
Intersectionality draws attention to the intersecting nature of multiple disadvantages or vulnerability. It highlights how they interact in a multiplicative and not simply additive fashion to affect various outcomes of individual and social importance.
Originality/value
To the best of the author’s knowledge, this is the first analysis of the potential applicability of the concept of intersectionality to research and practice in HR. It has obvious relevance for ascertaining intersectional categories as predictors and causal determinants of important outcomes in HR, especially given the growing availability of large personnel and digital datasets.
