Do you mean in terms of responsibilities or rights? And what is equal participation? People can never be equal, maybe we think of equity! Hence, as a leader, I will moderate extroverts as I engage introverts more and more! I will also think of power dynamics, for instance, when the meeting has elders or parents, sometimes, children or young people decide to listen rather than speak.

In my experience, ensuring everyone has the opportunity to speak is important. This can look like asking questions of those who are quiet to see if they have anything to add to the conversation

To ensure inclusive meetings, make the environment safe setting clear expectations for respect. Use speak- in - turn discussions strategy to give everyone a turn to speak. Share agendas beforehand, so introverts and quiet teammates can prepare. Encourage quieter members by asking open-ended questions like, “What’s your take?” Use tools like polls or chat features for remote input. For example, invite feedback from less vocal team members to avoid dominant voices overshadowing others.

In my experience, meeting people where they are is essential to fostering inclusive meetings. Some participants prefer to speak to think, while others prefer to think to speak. To support those differences, sharing a clear agenda with considered talking points at least 48 hours in advance can help those who tend toward introversion the space to prepare. Ask open-ended questions to those who have yet to weigh in during the meeting. This can take the shape of a question like "What do you think about x,y,z?" Creating psychological safety is vital so everyone feels comfortable sharing their thoughts. Advocate for quieter, underrepresented speakers so that the most generally amplified speakers aren't the only voices sharing.

As someone with experience building inclusive team cultures, I know meaningful participation doesn’t happen by chance—it’s designed. Start by fostering psychological safety, setting clear expectations for how long people should share (so there’s time of everyone to participate in the discussion) and how to engage with the agenda. Share agendas in advance to help everyone prepare, especially introverts. Open with a roundtable to set a participatory tone. Rotate roles like moderator or note-taker to balance power. Use tools like polls or shared docs for quieter input. Invite quieter voices directly, follow up asynchronously, and train the team in facilitation to make inclusivity a lasting practice.

So I hear....I gave them 'opportunity to speak'... but I say gently - what does that actually mean? Did you give them a psychological safe space to speak? Have you asked 'what do you want to feel to in our meetings to be able to 'speak up'. Emotions shape behaviour. Opportunity does not. Understand your meeting are full of people not like you. Your 'open' maybe not be their 'open' - 'uncomfortable' may not be their 'uncomfortable' You must get to the feeling later...

Establezca una agenda clara y compartida: Envíe los puntos a tratar antes de la reunión, para que todos puedan prepararse y sentirse más seguros al participar. Implemente una dinámica de turnos: Asigne tiempo para que cada persona comparta sus ideas, evitando que algunas voces dominen la conversación. Utilice preguntas abiertas: Haga preguntas que inviten a la reflexión y asegúrese de dirigirlas de forma equitativa a los participantes.

Provide opportunities for team members to get to know each other, build relationships and trust. Use multiple communication channels to prepare for meetings and to solicit feedback. Open meetings with thoughtful questions that each person can answer that create an opportunity to come together as a team and connect on a human level. This takes time and effort, be intentional and patient. Create a safe space for relationships to flourish and blossom and as a result this should create a space for each person to feel comfortable and safe to participate and share their unique perspectives.