What happens when a supervisor genuinely wants to give feedback—but fear gets in the way? In this honest and practical episode, Sangita Kumar and Fong Marcolongo unpack a listener’s comment: “I’m afraid to give my employee feedback because I don’t want to be called racist.”

Through real examples and clear frameworks, they explore what’s actually happening beneath that fear—and how identity, power, and organizational culture all shape the feedback experience.

They break down:

Why identity-neutral approaches backfire

How to distinguish preference from expectation

How dominant culture shows up in feedback, even unintentionally

What it looks like to be identity-forward without being clumsy

How co-creating expectations can prevent harm and build trust

The role of relationship, clarity, and human-centered leadership in giving equitable feedback

They offer a step-by-step way to prepare, deliver, and follow through on feedback—especially when racial or cultural dynamics are in play. For anyone supervising across lines of difference, this episode offers both courage and concrete tools.

🎧 Listen in and learn how to give feedback that supports growth without causing harm.

Show Notes:

White Dominant Culture Papers discussed at the end of the episode: