The Intersectional View of DEI

These new “hot topic” terms—Diversity, Equity, and Inclusion (DEI)—have been at the foundational core of our mission and operations since before our incorporation in 2021.

DEI isn’t just critical for fostering intersectionality; it is the only viable way to operate.

Since Kimberlé Crenshaw first coined the term “intersectionality” in 1989, DEI has been depicted as encompassing various societal subsections—women, global majority, LGBTQ+, and neurodivergent people, among others.

In terms of hiring and operations, any single bias—whether it be horns effect, assumptive bias, authority bias, or inclusivity bias—can destroy the balance of the intersectional model.

As such, we continually assess whom we are helping: which zip codes, with whom we are aligning, and to whom we distribute services.

Moreover, we strive to deepen our understanding of the challenges posed by systemic, institutional, and environmental oppression and inequality, as well as the exclusions and divisions they cause.

We require our hired talent to engage in ongoing Continuing Medical Education (CME) on the latest DEI topics, which exclude predominantly cis-white narratives. We also mandate DEI training for volunteers, operate within zip codes facing the greatest shortages of food and resources, and ensure that data collection is equitable across all regions of the country.

Our goal is to serve and comprehend the needs and perspectives of those facing the greatest inequalities while fostering an environment of inclusivity where all individuals intersect with equal power and representation.

Ultimately, we hope this will deconstruct, brick by brick, the systemic exclusions and inequalities that pervade our society.