The invisible identities shaping our workplaces

In this video, FAIRER MD Dan Robertson discusses visible versus invisible identities in the workplace, exploring the risk of certain identities getting overlooked. Watch the video or read the article below.

One of the most interesting dimensions of identity politics is the relationship between visible and invisible identities. Some identities are both personal and collective, and are far more visible – ethnicity, for example, and often gender. Others, however, tend to remain largely invisible – social background, disability, and similar aspects of identity.

When identities are invisible, they are frequently overlooked – whether within political agendas or corporate priorities. As a result, many colleagues in our workplaces have diverse needs that go unrecognised. Because these identities are less visible, and often less vocal, they may lack the narrative strength or the power dynamics associated with more visible identities.

This makes it critically important for organisations to take a more holistic approach. When thinking about diversity – which is fundamentally about representation – and inclusion – which centres on psychological safety and a sense of belonging – they must account for both visible and invisible identities.

Considering only what can be easily seen risks narrowing perspective and limiting impact. By intentionally including invisible identities in representation, organisations can improve decision-making, strengthen strategic planning, and create environments that are truly inclusive for all.