I would like to say that I agree with the fact that Crenshaw (1989), who coined the term “intersectionality,” originally applied the concept through a feminist lens to the understanding of the experiences of Black women. Crenshaw asserted that the experiences of Black women could not fully be comprehended without considering the duality of their experience as both women and as being Black. I can add that, to identify how race, ethnicity, and gender affect the practice of leadership; Race, together with ethnicity united with the ethos and cultural values, influence the perceptions a leader has on leadership and ways to navigates the leadership place. Basing on your point that there are times when the facets of the leader’s identity cause friction between them and those in the organization they lead.
It is true to say that these are times when the leader has to find ways to navigate around those who may not respect the leader because of diversity differences. I can add that it is necessary for the leader to identify personal intersectional self-influences, their own biases, outlooks, and interactions with fellow colleagues and himself as well. On the concept of distinguishing leadership styles, I agree that the paternalistic leadership style is a wherein a male figurehead “governs the community or organization without giving them many rights or responsibilities” (Chin & Trimble, 2015, p. 132). Maternalistic leadership styles are ones where a woman figurehead “guides the direction of the organization” and puts emphasis on nurturing and the “care and welfare of children and women.” I can add that to the paternalistic leadership style that it is relational in the level to which a leader displays paternalistic arrogance and behavior towards subordinates as a role of the association between them. Good job.