I would like to believe that you are not biased and genuinely concerned about the situation. Here’s what I would have done (I am a gender minority and have men and women reporting to me).
- Provide honest, constructive feedback and help the individuals to do their job.
- Understand if something is preventing them to do their job properly. Sometimes stress, workplace anxiety and even an unavailable mentor/senior can cause a lot of issues.
- Set goals and achievable outcomes that they need to chase.
- Have weekly F2F meetings to discuss the weekly tasks and past week’s hits and lows.
The last thing I would want for someone who hasn’t been performing well, to feel that there’s some hostility towards them, and either favourism or discrimination owing to their gender/age.
The manager is more experienced to figure things out (ideally) and not the intern.
Diversity and inclusion can be quite impactful if things are done correctly and not just for HRs to flaunt on LinkedIn.
But, again do analyse if there’s any kind of sexism or bias at play. That ofcourse cannot really be helped.
Empathy > Corporate Nonsense