Gender, race and power: an intersectional reading of “opting out”

Purpose This paper considers the phenomenon of “opting out” from an intersectional lens, bringing in hitherto undertheorized dimensions of gender, race and power into the conversation related to why and how some women of color may make the “choice” to leave an organization. Design/methodology/approach Through a single case study approach, our research elucidates how identity-connected experiences unconnected to work/life balance constraints and tensions caused one immigrant woman of color to leave the workplace. We expand upon the current use of intersectionality in management and organization studies by applying it as a lens to bring into consideration power relations in organizations and structural inequality as the context for understanding why and how some women of color may leave their places of employment. Findings Based on our in-depth case study, we demonstrate that microaggressions, power relations, and structural inequities contribute to some women of color opting out. Originality/value This paper is of value to scholars interested in intersectionality framework applications.