How to give inclusive feedback

Step one: Understanding impact of biases

Feedback is an invaluable tool for growth and development. However, it’s essential to recognise that biases can shape the nature of feedback and influence who receives it.

Feedback biases, which often stem from unconscious stereotypes or preconceptions, can affect how feedback is given and received. These biases impact not only individuals but also have broader implications for businesses.

Biases can lead to unequal distribution of feedback, where some individuals receive more opportunities for growth and development than others. As a result, those who belong to underrepresented or marginalised groups may face barriers to receiving constructive feedback, hindering their professional development.

Understanding and addressing feedback biases is not just a matter of fairness; it’s also critical for businesses. By mitigating biases in feedback processes, organisations can unlock the full potential of their diverse talent, fostering innovation, inclusivity, and productivity.

So take a moment to learn about unconscious biases. Read our article “Unpacking Unconscious Bias to make better decisions”  or search the internet for alternative articles about unconscious bias and build your familiarity with the types of biases that can impact your decisions.

Step Two: Finding a framework

Now that you have some understanding about how biases can impact feedback, let’s look at a simple framework to help give feedback. If our framework doesn’t feel right for you, take some time to research other options on the internet, or asked a mentor or coach you admire how they give feedback and see if you can identify an underlying framework or structure.

Click here to read our article about “Making feedback count”