Diversity In 360-Degree Feedback

There is no better time to enlist 360-degree feedback as one of many tools in the struggle against the mistreatment of people.

The prime task of feedback, of course, is to help individuals being assessed to become aware of their blind spots, and make changes.

But questions like these have an informational role too. They broadcast a message to everyone that your organization requires treating all human beings, with all our differences, with respect.

Marginalized groups

You’ll notice that some of the questions below list specific groups of people who have been systematically excluded, marginalized, and abused.

The result is that those particular questions are a little cumbersome. So we gave some thought to conflating them, perhaps using phrases like “all marginalized individuals” instead.

Ultimately, we decided that the lists should be retained, as a crucial reminder about particular groups that experience significant risk.

You may or may not agree. In fact, you may want to add other groups that are relevant to your organization. As always with the questionnaires we provide, we encourage you to treat them as a starting point, adapting them as appropriate.

Feedback please

We don’t believe these questions are the last word on the subject. We hope you’ll send us any feedback you have about them.

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Questions about everyone being assessed

• Treats all people respectfully, regardless of skin color, ethnicity, religion, residency status, gender, sexual orientation, rank, age, or ability
• In private conversation, shows respect for all people, regardless of skin color, ethnicity, religion, residency status, gender, sexual orientation, rank, age, or ability
• Intervenes actively to stop disrespectful behaviors based on skin color, ethnicity, religion, residency status, gender, sexual orientation, rank, age, or ability
• Acknowledges that they may have conscious or unconscious biases, and works to overcome them

Additional questions about managers

• Seeks out the expertise and opinions of members of minority groups
• Ensures that staff can discus difficult topics without fear of retribution
• Shows appreciation for everyone’s contribution
• Finds ways to celebrate the many forms of diversity in the workplace
• Acknowledges their own level of privilege in terms of skin color, ethnicity, religion, residency status, gender, sexual orientation, rank, age, or ability, and shows awareness of how that may affect their biases and behaviors
• Makes decisions in a way that shows respect for the perspectives and needs of all groups

Additional questions about executives

• Provides straightforward channels for individuals to report abuse, harassment, prejudice, or discrimination, without fear of retribution
• Ensures that the workspace is fully accessible
• Cultivates a comprehensive diversity policy that addresses structural inequalities in the organization, and holds staff responsible for living up to it
• Establishes equitable recruitment, hiring, salary, and succession practices
• Provides diversity training for all staff, beginning with the start of their employment