ABSTRACT
Distributing a job description and organizational chart helps employees understand their role within the department and broader institution. A supervisor must prioritize discussions for establishing shared expectations for success in the position. Metrics of success can refocus individuals in their direct roles and responsibilities when burnout or systemic bias occurs. The impact of emotional labor and racial battle fatigue complicate and distract from the ability of minoritized supervisees to be successful in their positions. Critical Authentic Leadership can serve as one model for identity-conscious supervision practice to address these challenges.
