The paper discusses the possibility of introducing into the debate on diversity management the intersectionality framework. The paper first provides a comprehensive review of the literature on diversity and then, by analysing the existing gaps in the current practices, identifies the possible implications and innovations that can be produced using an intersectional perspective. It is argued that mainstream theories of diversity help us to understand both the structural constraints and the advantages that may arise from diversity. However, these theories are unable to fully account for differences that may exist within social groups and to consider the complex and irreducible nature of belonging, social interaction and power. The practical implications of the concept of intersectionality, and the possible benefits of its application, are also discussed.
Keywords: Intersectionality, gender, equal opportunity, diversity management, difference, diversity