The authors in this chapter describe the relevance and benefits of applying an intersectional lens to teamTeams diversity and inclusionDiversity and Inclusion efforts. Increasing attention on the value of diversity and inclusionDiversity and Inclusion to the effectiveness and productivity of organizations often promotes a focus on individual categories of marginalized groupsMarginalized groups one at a time (e.g., womenWomen or racial minorities). However, by focusing on a single social category, organizations may neglect the experiences of individuals whose identitiesIdentity encompass multiple marginalized groups (e.g., racial minority womenWomen). To address this gap in research and practice in the militaryMilitary, the authors advance the need for an intersectional approach to teamTeams diversity and inclusionDiversity and Inclusion. IntersectionalityIntersectionality refers to the ways in which multiple sources of social inequalitySocial inequality (e.g., race, genderGender identityIdentity, and sexual orientation) intersect resulting in unique experiences for individuals whose identitiesIdentity lay at the intersection. Most research and policy efforts in the militaryMilitary regard each attribute of diversityDiversity as unique; however, intersectionalityIntersectionality highlights the ways in which systems of inequality (e.g., racismRacism, sexismSexism, and homophobiaHomophobia) operate simultaneously across multiple attributes. In this chapter, the authors outline the value of applying an intersectional lens to diversity and inclusionDiversity and Inclusion, with particular attention to issues related to representation, sexual misconductSexual misconduct, and retentionRetention in the militaryMilitary. The chapter concludes with recommendations for ways to infuse intersectionalityIntersectionality in research, policy, and practice in militaryMilitary settings.