Intersectionality is an important framework for understanding how different aspects of a person’s identity, experiences and circumstances interact to influence how they experience the world.

Within assistance animal organisations, intersectionality helps professionals understand that people are not defined by one single characteristic, such as their disability, profession, gender or cultural background.

Every person exists within multiple overlapping identities and experiences.

For example, a person may simultaneously be:

• a person with disability;
• a woman;
• an Aboriginal or Torres Strait Islander person;
• neurodivergent;
• a parent;
• LGBTQ+;
• living in a regional area;
• experiencing financial disadvantage.

These different aspects of identity may influence:

• access to opportunities;
• workplace experiences;
• interactions with others;
• experiences of discrimination;
• access to support.

Intersectionality encourages professionals to move beyond a single-issue understanding of people and recognise the complexity of individual experiences.

What is Intersectionality?

The term intersectionality describes how different forms of social identity and social inequality overlap and interact.

It recognises that experiences of discrimination, privilege and disadvantage do not occur separately.

The concept was introduced by legal scholar Kimberlé Crenshaw in 1989 to describe the experiences of African American women who experienced discrimination that could not be fully understood by looking only at racism or sexism independently.

For example, examining racism alone may not capture the specific experiences of Black women, and examining sexism alone may not capture the impact of racism.

Intersectionality recognises that overlapping identities can create unique experiences that are different from experiencing each form of discrimination separately.

Intersectionality Within Assistance Animal Organisations

The assistance animal sector includes people from many different backgrounds, including:

• handlers;
• trainers;
• occupational therapists;
• veterinarians;
• assessors;
• administrators;
• educators;
• researchers;
• advocates;
• volunteers.

Each person brings their own experiences, perspectives and circumstances.

For example:

A disabled employee may experience workplace barriers related to disability.

A disabled employee who is also from a culturally diverse background may experience additional barriers related to culture, language or discrimination.

A disabled employee who is also neurodivergent may experience different communication expectations or workplace challenges.

Intersectionality helps organisations recognise that people may experience multiple influences at the same time.

Why is Intersectionality Important?

Moving Beyond Single-Issue Thinking

Without an intersectional approach, organisations may unintentionally view people through only one aspect of their identity.

For example:

A workplace may consider disability accessibility but overlook:

• cultural safety;
• financial barriers;
• communication differences;
• gender-related experiences.

A person’s experiences cannot always be understood by looking at only one factor.

Intersectionality encourages professionals to ask:

• What other factors may influence this person’s experience?
• Are there barriers we have not considered?
• Are our systems accessible to different groups?

Understanding Privilege and Marginalisation

Intersectionality includes understanding both disadvantage and privilege.

Privilege

Privilege refers to advantages that people may experience because of aspects of their identity or social position.

Privilege does not mean a person has never experienced hardship.

It means they may not face certain barriers experienced by others.

Examples may include:

A person without disability may not experience:

• inaccessible workplaces;
• questions about the legitimacy of their needs;
• assumptions about their capability.

A person with financial security may have easier access to:

• education;
• professional development;
• healthcare;
• networking opportunities.

A person from a socially dominant cultural group may experience fewer barriers related to:

• language;
• cultural misunderstanding;
• stereotypes.

Understanding privilege is not about blaming individuals.

It is about recognising how systems and environments can create different experiences for different people.

Marginalisation

Marginalisation occurs when people or groups experience reduced access, exclusion or disadvantage due to social factors.

Examples may include barriers related to:

• disability;
• race;
• gender;
• sexuality;
• socioeconomic status;
• culture;
• age.

Within workplaces, marginalisation may occur through:

• exclusion from decision-making;
• assumptions about capability;
• lack of accessibility;
• unequal opportunities;
• bullying or harassment.

Recognising marginalisation helps organisations identify and address barriers.

Failure to Recognise Diversity and Intersectionality

When organisations fail to recognise diversity and intersectionality, several negative consequences may occur.

Bullying and Discrimination

A lack of understanding about difference can contribute to:

• prejudice;
• exclusion;
• stereotypes;
• discriminatory behaviour.

People may be targeted because they are perceived as different due to:

• disability;
• race;
• gender;
• sexuality;
• culture;
• other characteristics.

This can create unsafe environments where people feel unable to participate fully.

Harassment and Microaggressions

People may experience intentional or unintentional harmful behaviours known as microaggressions.

These may include:

• dismissive comments;
• assumptions;
• stereotypes;
• inappropriate questions;
• minimising someone’s experiences.

Examples include:

“You do not look disabled.”

“Everyone is a little bit autistic.”

“You are too sensitive.”

Although sometimes unintended, these comments can reinforce exclusion and negatively affect wellbeing.

Reduced Opportunities

When organisations fail to consider diversity, systems may unintentionally favour certain groups.

Examples include:

• recruitment processes that are inaccessible;
• professional development opportunities that are difficult for some people to access;
• communication methods that exclude people with different needs.

Inclusive organisations examine whether their processes create equal opportunities for participation.

Inequality and Inequity

Failure to recognise diversity can contribute to unequal outcomes in areas such as:

• employment;
• healthcare;
• education;
• housing;
• professional recognition.

Equity recognises that people may require different supports to achieve fair opportunities.

Treating everyone exactly the same does not always create fairness.

Reduced Innovation and Creativity

Diverse teams bring together different:

• experiences;
• knowledge;
• perspectives;
• problem-solving approaches.

When diversity is not valued, organisations lose valuable insight and creativity.

In assistance animal practice, diverse perspectives can improve:

• policies;
• training approaches;
• accessibility;
• advocacy;
• animal welfare decisions.

Why Does WAFA Include Intersectionality Training?

WAFA has introduced education about intersectionality, privilege, marginalisation and diversity because the assistance animal sector includes people with varied experiences and perspectives.

The sector has historically experienced challenges including:

• disagreement;
• conflict;
• online harassment;
• bullying;
• exclusion;
• personal attacks during professional discussions.

WAFA recognises that individuals within the industry, including handlers, trainers, professionals and advocates, may experience discrimination or unequal treatment based on factors such as:

• disability;
• race;
• gender;
• sexuality;
• culture;
• socioeconomic circumstances.

Understanding intersectionality helps members recognise that people may experience situations differently based on their individual circumstances.

This awareness supports:

• empathy;
• respectful communication;
• constructive disagreement;
• stronger professional relationships.

Promoting Respectful Communication: #kindiscool

WAFA promotes the principle of #kindiscool to encourage respectful and constructive communication within the assistance animal community.

Professional disagreement is normal and can contribute to better outcomes.

However, disagreement should not become:

• personal attacks;
• harassment;
• bullying;
• threats;
• exclusion.

The purpose of #kindiscool is to encourage people to:

• communicate respectfully;
• consider different perspectives;
• share experiences constructively;
• challenge ideas without attacking individuals.

Kindness does not mean avoiding difficult conversations.

It means having those conversations in a way that maintains dignity and respect.

How to Use #kindiscool

Professionals and community members can use #kindiscool to:

• remind others to maintain respectful communication during disagreements;
• encourage empathy when discussing complex topics;
• support people experiencing online bullying or harassment;
• highlight positive examples of collaboration;
• promote inclusive professional discussions;
• encourage respectful engagement within assistance animal and animal welfare communities.

Creating a respectful culture benefits everyone involved, including:

• humans;
• animals;
• organisations;
• the wider community.

Applying Intersectionality in Professional Practice

Intersectional practice requires professionals to consider:

• What experiences may influence this person’s perspective?
• Are there barriers affecting participation?
• Are assumptions influencing my interpretation?
• Whose voices may be missing?
• How can we create a more inclusive environment?

This requires:

• curiosity;
• reflection;
• humility;
• willingness to learn.

Professionals do not need to know everything about every person’s experience.

However, they do need to approach others with respect and openness.

WAFA’s Commitment to Quality Education

WAFA recognises that diversity and inclusion are complex areas requiring specialist knowledge.

For this reason, additional training is outsourced to experts in the field of diversity and inclusion.

By partnering with experienced professionals, WAFA ensures that education is informed by:

• current evidence;
• lived experience;
• practical expertise;
• specialist knowledge.

This approach supports WAFA credentialed members to develop the skills required to work respectfully and effectively within diverse professional environments.

Key Practice Principle

Intersectionality reminds us that every person is shaped by a combination of:

identity + experiences + opportunities + barriers + strengths.

People cannot be understood through a single label.

A truly inclusive assistance animal sector recognises that diversity strengthens organisations, improves decision-making and creates better outcomes for both people and animals.

Respect + empathy + inclusion + kindness create stronger communities.