Intersectional feedback involves recognising and addressing the multiple dimensions of identity that individuals possess, such as race, gender, sexuality, disability, socioeconomic status, and more (Crenshaw, 1989).
Here are Some Key Principles and Considerations for Giving Intersectional Feedback:
1.0 Recognise Diversity: Acknowledge that each employee brings a unique set of identities and experiences to the table. Understand that their identities intersect and shape their perspectives, challenges, and strengths (Hancock, 2007).
2.0 Be Inclusive: Create a safe and inclusive environment where employees feel comfortable discussing their identities and experiences. Encourage open dialogue and actively listen to their perspectives without judgement (Bell, 1997).
3.0 Consider Context: Take into account the intersectionality of an employee’s identities when providing feedback. Consider how factors such as race, gender, sexual orientation, disability, and socioeconomic status may influence their experiences and performance (Bowleg, 2008).
4.0 Avoid Assumptions: Avoid making assumptions based on stereotypes or generalisations about any aspect of an employee’s identity. Instead, focus on specific behaviours, actions, and outcomes when delivering feedback (Hill Collins, 2015).
5.0 Tailor Feedback: Provide feedback that is specific, actionable, and relevant to each employee’s unique circumstances. Consider how their intersecting identities may impact their work and tailor your feedback accordingly (Bilge, 2009).
6.0 Be Empathetic: Show empathy and understanding towards employees who may face additional challenges or barriers due to their intersecting identities. Acknowledge their experiences and offer support as needed (Hooks, 2000).
7.0 Offer Resources: Provide resources and support to help employees navigate any challenges they may face related to their intersecting identities. This could include access to mentorship, professional development opportunities, or support networks (Carter, 2011).
8.0 Continuous Learning: Be willing to educate yourself and others about intersectionality and its impact on the workplace. Stay informed about issues related to diversity, equity, and inclusion, and seek feedback from employees on how to improve (Cho, Crenshaw, & McCall, 2013).
9.0 Lead by Example: Demonstrate inclusive leadership by modelling respectful behaviour, valuing diverse perspectives, and actively promoting a culture of inclusion within the organisation (Davis, 2008).
By adopting an intersectional approach to feedback, it is possible to support the growth and development of all employees, regardless of their multiple identities. This enables creating a more supportive and inclusive work environment where all individuals feel valued, respected, and empowered to succeed.
References:
Bell, D. A. (1997). Faces at the bottom of the well: The permanence of racism. Basic Books.
Bilge, S. (2009). Beyond subordination vs. resistance: An intersectional approach to the agency of veiled Muslim women. Journal of Intercultural Studies, 30(1), 75-94.
Bowleg, L. (2008). When black + lesbian + woman ≠ black lesbian woman: The methodological challenges of qualitative and quantitative intersectionality research. Sex Roles, 59(5-6), 312-325.
Carter, P. L. (2011). Stubborn roots: Race, culture, and inequality in U.S. and South African schools. Oxford University Press.
Cho, S., Crenshaw, K. W., & McCall, L. (2013). Toward a field of intersectionality studies: Theory, applications, and praxis. Signs: Journal of Women in Culture and Society, 38(4), 785-810.
Crenshaw, K. (1989). Demarginalizing the intersection of race and sex: A black feminist critique of antidiscrimination doctrine, feminist theory and antiracist politics. University of Chicago Legal Forum, 139-167.
Davis, A. Y. (2008). Women, race & class. Vintage.
Hancock, A. M. (2007). When multiplication doesn’t equal quick addition: Examining intersectionality as a research paradigm. Perspectives on Politics, 5(1), 63-79.
Hooks, B. (2000). All about love: New visions. William Morrow.
Hill Collins, P. (2015). Black feminist thought: Knowledge, consciousness, and the politics of empowerment. Routledge.
