"If I worked here, this is how I would do it." Said the person who neither worked for me, worked with me, nor held any expertise in the subject matter. "I would only do it like this."
In the pursuit of growth and development, feedback plays a crucial role. While some feedback is constructive and intended to help us improve, other forms of feedback can be rooted in biases and perpetuate systems of oppression and white supremacy culture. Below I'll share how characteristics of white supremacy culture can manifest in workplace feedback and provide strategies for promoting a culture of inclusive and constructive feedback.
Understanding White Supremacy Culture
White supremacy culture refers to the dominant, unquestioned, and deeply embedded patterns of behavior, values, and attitudes that uphold and maintain white supremacy, power, and privilege. This culture can manifest in various aspects of our lives, including the workplace and the way feedback is given.
Characteristics of White Supremacy Culture in Feedback:
Paternalism: The assumption that the person giving feedback has superior knowledge and insight, often rooted in a sense of entitlement or privilege.
Fear of Open Conflict: Avoiding direct communication or confrontation, leading to passive-aggressive or coded feedback.
Individualism: Feedback that fails to consider the broader context or systemic issues, placing the burden solely on the individual.
Defensiveness: Responding to feedback or critique with immediate defensiveness, denial, or counterattacks.
Feedback is feedback. We shouldn't read so much into it.
Yes, feedback is just feedback, but it's meant to be helpful, it's meant to lead to improvements. Recognizing that feedback can be influenced however unintentionally by unconscious bias and perpetuate harmful patterns allows us to work toward being more aware of these characteristics. Doing so will enable us to ensure that our feedback is constructive and fosters an inclusive environment where everyone feels valued and respected. Of course, the environment needs to be psychologically safe enough for employees to feel comfortable giving and receiving feedback without fear of retaliation or judgment.
Identifying Constructive Feedback
Constructive feedback, on the other hand, should possess the following qualities:
Specific and Actionable: Feedback should provide clear and specific examples or suggestions for improvement, rather than vague generalizations.
Delivered with Empathy and Respect: Feedback should be communicated in ways that acknowledge the recipient's feelings and experiences.
Focused on growth and Improvement: Feedback should be given to help the individual grow and develop, not to criticize or judge.
Considerate of Cultural Differences and Perspectives: Feedback should take into account the recipient's cultural background and worldview.
Building a Culture of Inclusive Feedback
Creating a workplace culture that promotes inclusive and constructive feedback requires conscious effort and commitment. Leaders, model the behaviors you want to see from employees! Provide inclusive and constructive feedback, but also request and then expect to get feedback in return. This is relevant across all organizational levels.
Consider the following strategies:
Promote Self-Awareness and Acknowledge Biases.
Encourage individuals to reflect on their biases and blind spots. Go beyond a one-time training and provide ongoing opportunity for learning where people have the chance to build skills around recognizing unconscious bias and become better practiced at mitigating it.
Encourage Open Dialogue and Active Listening.
Foster an environment where open and honest communication is encouraged, and where there is an expectation that everyone practices active listening to understand different perspectives.
Foster a Growth Mindset and a Culture of Continuous Learning.
Cultivate a mindset that values growth, learning, and continuous improvement, rather than perfection. Recognize that growth often comes with conversations that might make us uncomfortable - discomfort isn't an enemy.
Ensure Diverse Perspectives are Valued and Represented.
Make conscious efforts to include diverse voices and perspectives in decision-making processes and feedback loops.
Delivering feedback is a skill, and just like any skill - it requires practice.
ELLEvated Solutions for ELLEvated Growth
Building Inclusive Workplaces by Creating a Culture of Constructive Feedback
Reach out today for a consultation on how ELLEvate can support your work toward a more inclusive and equitable work culture.
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