Intent doesn’t erase impact.
Why this matters → (30 sec read)
We’ve all experienced raising something that’s impacted us, only to be told something like:
“Oh, I didn’t mean it like that!” or “I was only kidding.”
Prioritising what was meant (intent) over what was felt (impact) - especially when harm is subtle, unintentional, or uncomfortable to acknowledge is often the most comfortable route to take.
But when the impact on us is dismissed, we’re left carrying questions instead of resolution.
If you’ve experienced this you’ll resonate with today’s short 3 minute video, in which Jesse Wilson explains impact versus intent.
“What I was left with the most was uncertainty.”
That uncertainty doesn’t stay in the moment.
It follows us into our work, affects our confidence - and our willingness to speak up in future.
For leaders → (30-second read)
Talking about impact doesn’t require blame or defensiveness, it requires accuracy.
Being able to say, “That wasn’t my intention — but I can see the impact” creates clarity rather than conflict.
As Jesse Wilson puts it, we need to talk about impact matter of factly.
When impact is consistently minimised, uncertainty increases, trust erodes and silence feels safer than honesty.
Addressing impact isn’t about assigning fault, it’s about preventing ambiguity from becoming a permanent feature of the culture.
Bringing it all together
Microaggressions leave people feeling unsure. Unsure how to interpret what happened, or whether power dynamics were at play, unsure about whether speaking up would help or harm.
That uncertainty is the impact.
When intent (rather than impact) becomes the focus, resolution is delayed and the emotional toll shifts onto the person affected.
Over time, this creates a workplace where people say less, not because they don’t care, but because the cost of clarity feels too high.
Reducing harm isn’t about perfect language.
It’s about being willing to name impact and remove doubt.
Reflection
Where might impact be getting overshadowed by intent in your workplace?
What would change if uncertainty was treated as a signal — not something to be brushed aside?
🔔 coming up on The Work Edit:
Tomorrow, we’ll look at why uncertainty chips away at psychological safety over time.
Want to feel more confident talking about Race and other topics at work?
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International women’s day
Redefining macho
Monday 9 March 2026
12:00 13:00
Not yet a member of Cultural Calendar Club? Join today or Contact Us.
Rebecca created the “Redefining MACHO” framework to encourage better male allyship and foster a more diverse and inclusive workplace. This framework consists of five simple, actionable steps that everyone can implement today to enhance DE&I within their organisations and the broader business community.
M = Meaningful Mentor
A = Amplify Awareness
C = Capture Confidence
H = Harmony with Home
O = Orchestrate Opportunities
Rebecca will discuss how this framework can unlock numerous small actions that collectively support the development of diverse teams, actively champion equity, and ensure that inclusion is experienced by all. She has conducted several “Redefining MACHO” workshops and events, gathering valuable feedback and real-life examples that provide a clear roadmap for change.
She will also share her “Work Life Harmony Handbook” and “Confidence Boosting Alphabet” to help SMASH Imposter Syndrome.