For over 25 years, I've collaborated with leaders across industries in a HR capacity, challenging them to transcend their innate biases and build workplaces where every voice holds weight. As you dive into this article, recall moments when you were silenced in a room, as a diverse voice. Such moments of mis-inclusion disrupt the delicate fabric of genuine inclusion, leaving behind frustrated employees and missed opportunities for growth. Here, let's reshape our understanding of inclusive meetings and explore actionable steps to achieve them.
These are the questions I have been asked in my years of HR leadership… and here are the responses.
What do you really mean by ‘an Inclusive meeting?’
Rooted in the soil of DEI (Diversity, Equity, and Inclusion), an inclusive meeting ensures that every participant, irrespective of their background, feels valued, empowered, and secure enough to voice their perspective.
So much talk about diversity and inclusion, everyone has a voice, right?
Over my years in DEI coaching and training, I’ve observed a direct correlation between inclusive cultures and organizational success. Meetings are the foundations where this culture either flourishes or diminishes. A diverse set of minds in a room doesn't guarantee inclusivity. True inclusivity, my friends, is when diversity transforms into active participation and collaboration. Engagement is KEY!
How do we make sure our attendees feel psychologically Safe?
While physical safety is non-negotiable, fostering psychological safety is paramount. Every team member should stride into a meeting knowing that their ideas will be met with respect and open-mindedness.
How do you account for the absentees?
Often, we focus on the attendees but overlook the missing perspectives. Ensure that your meetings capture the rich tapestry of your organization's demographic, avoiding the pitfalls of 'group think' and moving toward ‘invite think’ - no one will be left behind.
Steering the meeting's conduct, how best to do this?
If the same voices echo in every meeting, you're missing out on the symphony of diverse thoughts. As a leader, actively create spaces for silent voices. If necessary, tactfully redirect attention: “Zara, your perspective is valuable, but I believe Tosin’s insights will add another dimension to this.”
How do you make my agenda inclusive?
An inclusive meeting starts with a shared agenda. Engage participants before the meeting, seeking their input, and ensuring the agenda resonates with everyone’s needs.
People don't actually engage in our meetings
Every individual digests information differently. By sending the agenda well in advance, you level the playing field, allowing every member ample time to prepare and therefore share their perspectives at the meetings.
Inclusive meetings serve a dual purpose in the modern organizational landscape. Ethically, they uphold the values of diversity, equity, and inclusion, creating a space where every voice is valued and heard. Beyond the moral imperative, these meetings are a strategic necessity. They foster a rich pool of diverse thoughts, leading to innovative solutions, enhanced team synergy, and improved decision-making.
Inclusive meetings serve a dual purpose in the modern organizational landscape. Ethically, they uphold the values of diversity, equity, and inclusion, creating a space where every voice is valued and heard. Beyond the moral imperative, these meetings are a strategic necessity. They foster a rich pool of diverse thoughts, leading to innovative solutions, enhanced team synergy, and improved decision-making.
Being intentional in your meetings… is not only a business operative but it's simply the right thing to do!
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