Why Feedback Needs to Change
Feedback is everywhere in our organizations—but too often, it does more harm than good. If we want feedback to support inclusion and equity, we need systems built for inclusive feedback—ones that go beyond ratings and reviews and center growth, context, and trust.
At Diversiology, we know inclusive leadership isn’t built in isolation—it takes community. That’s why we recently launched a partnership with Transform to host the Inclusive Leaders Collective—an affinity group inside the Transform ecosystem for people who are committed to building more inclusive, equitable, and human-centered workplaces.
As part of this collective, we’re hosting monthly Inclusive Insights panels designed to move beyond performative conversations and dig into the real practices that shape equitable systems. Our first session, Beyond the Review: Inclusive Feedback for Equitable Growth, featured panelists Mark Putrus and Khalil Smith—and what emerged was a powerful call to rethink how feedback really works.
1. Reframing Feedback for Growth and Inclusion
Traditional performance feedback leans heavily on evaluation and correction. But inclusive feedback centers curiosity, context, and co-creation. It’s not about judgment—it’s about helping people grow in meaningful, actionable ways.
“Feedback isn’t about right vs. wrong—it’s about alignment, curiosity, and growth.”
— Khalil Smith
Practitioner Brainstorm:
- Replace numeric ratings with reflective conversations
- Set shared expectations with feedback agreements early on
- Train leaders to ask: “What might help you grow from here?”
2. Design Feedback That Accounts for the Brain’s Response
Even well-intentioned feedback can backfire if it triggers a threat response. Our nervous systems matter—especially for those from marginalized communities who may already feel under psychological stress.
“Blood pressure goes up, rational thought goes down.”
— Rocki Howard
“When we’re giving feedback to somebody and they’re under distress… they may not actually hear what we have to say.”
— Mark Putrus
Practitioner Brainstorm:
- Avoid anxiety triggers like “Can I give you some feedback?”
- Normalize small, regular feedback check-ins
- Create rituals of safety and reflection
3. Build Trust Through Feedback Systems
Trust isn’t built in a moment—it’s cultivated through clarity, consistency, and care. When people believe that feedback is tied to their growth (not just evaluation), they show up with more honesty and engagement.
“Empathy without accountability creates chaos. Accountability without empathy creates toxicity.”
— Mark Putrus
Practitioner Brainstorm:
- Move from annual reviews to monthly check-ins
- Align on what “good” looks like early and often
- Use simple reflection frameworks like:
- What’s working?
- What’s unclear?
- What support is needed?
4. Make Feedback More Identity-Aware and Equitable
Feedback doesn’t land the same way for everyone. Identity, lived experience, and power dynamics shape how feedback is delivered, interpreted, and internalized. Ignoring those realities fuels bias and erodes trust.
“Feedback doesn’t land the same for everyone. It is filtered through identity, bias, and power.”
— Rocki Howard
Practitioner Brainstorm:
- Train managers to recognize coded language and cultural bias
- Review 360 feedback for “emotional discharge” over actionable insight
- Anchor feedback in business impact—not tone, presence, or style
5. Apply What Works: Practical Feedback Shifts
You don’t have to overhaul everything at once. Many inclusive teams are already making sustainable changes to feedback practices that foster growth and equity:
- Use feedback agreements to set shared rules of engagement at the start of working relationships
- Build clarity and connection with public goals and monthly check-ins
- Shift from punitive performance plans to development-centered feedback from day one
Practitioner Brainstorm:
- Audit your current feedback tools for equity gaps
- Pilot small changes on one team or project
- Support managers with templates, scripts, and coaching
Ready to Go Deeper?
If you’re looking to redesign your feedback culture through the lens of equity, we’ve got you.
Together, these spaces are where inclusive leaders gather to learn, pilot, and scale human-first practices that actually work. Our detailed feedback playbook will be available in both communities soon.
Let’s build performance systems where inclusive feedback fuels not just growth—but trust, equity, and belonging.
