I've been thinking on this. Here there is an unintentional bias.

If you have two juniors or workers on a similar level. Ona is a woman and the other a man. If the man gets more feedback, he would have the chance to fix his mistakes. Meanwhile, the woman might very well think that if she is not receiving criticism, that she is doing things right while repeating the same mistakes. In a year, when both of them are up for promotion, chances are that you would think that the man is better because he has fixed his mistakes while the women still made them. He would get the promotion and she won't even know why or has a chance to improve.

Since offering feedback is part of management, my suggestion is to ask for specific training or, if not possible, ask your employees how can you offer them feedback in a way that doesn't make them uncomfortable. Or in a way they find useful. To be fair, men can benefit from this question too. Not all people receive feedback in the same way.

Also, it is considered that feedback should be unrelated to bonuses and other perks, since when they are related, hearing that "you did this wrong" can be interpreted as "this year you won't get bonus" which is a threat. Shift to "this would be better if [advice]".