How can servant leaders amplify underrepresented voices?

Deep Democracy offers great tools to encourage minority voices to be expressed and heard. Helpful, but not enough. First and most important is to create psychological safety. A check-in where feelings can be shared and the leader, first of all, shares her or his feelings in an authentic way, contributes to creating psychological safety.

In my experience, the ability to create space for underrepresented voices starts with the recognition and acceptance of responsibility that as a leader, having a seat at the table is not for your own personal status, but for the representation of those that don’t have the privilege of having access to the proverbial table. That consciousness is important to keep in mind and to ensure that you bring the underrepresented perspective to the discussions - through making the effort to hear people out and ensure that you represent them and their perspectives where decisions are made. Whenever there is an opportunity, invite underrepresented voices to the table and give them the platform to speak on their own behalf & be willing to listen & act.

Amplifying underrepresented voices starts with defining inclusive organizational values. Leaders integrate these values into the strategic plan and align them with employee and organizational needs, ultimately achieving desired outcomes. One strategy involves conducting focus groups to understand employee needs, establishing a cross-departmental council that increases awareness and operationalizes the values, and fostering corporate sustainability. Champions, allies, and potential employee resource groups (ERGs) can emerge, building community and retaining a talented pool. Maintaining accountability, evaluation systems, and feedback loops for senior leaders and the workforce are also crucial components of this inclusive leadership approach.

Servant leaders can amplify underrepresented voices by actively encouraging their participation in discussions, creating inclusive platforms for sharing diverse perspectives, and advocating for equitable representation in decision-making processes. They should also provide mentorship and growth opportunities, ensure fair policies that promote diversity, and listen empathetically to understand unique challenges, thereby fostering an inclusive and supportive organizational culture.

Understand that not everyone is the same. Creating avenues that cater to individuals rather than a set of tools that should be used by everyone is important. E.g. Some people might not be comfortable in client demos. Consider creating internal review feedbacks where they can voice their concerns and have those concerns represented in the client demos.

In my experience creating a space where different points of view are not only accepted, but is sought after. Makes an easy path to communicate with each other by sharing experiences without worrying of being judged.

Measure stakeholder satisfaction through surveys, feedback sessions, KPIs, one-on-one conversations, project outcomes, and 360-degree feedback. Additionally, include leadership-related questions in employee engagement surveys for a holistic view.

One of the most effective ways to create space is by intentionally quieting down the loudest voices in the room. Often the quietest are the most insightful but you will never find out if you you let the talkers take over every meeting.

Servant leadership is a multifaceted concept and can be practiced only through addressing each and every layer independently. For instance, Inclusive leadership is a cardinal part of Servant Leadership. A leader has to be extremely inclusive while interacting with teams, while framing policy guidelines and taking decisions. Effective and inclusive decisions can go a long way in building the trust of teams on their leader. And here, being a good listener plays an important role. If a leader is a good listener, if he possesses the patience to hear what every individual on the floor has to say he can really come up with policies, processes and decisions that help almost every individual to contribute towards the campaign of the organisation.

Can you imagine going to a fine restaurant and before you sit down good the server is bringing you food that you didn't order, do not like, AND that sends you into anaphylactic shock? All the while the server protests that this is what you need and will like for the perfect restaurant experience? As servant leaders we must take on the role of the server and listen not just to hear, but understand what will make for a wonderful experience for both. As the server listening and understanding what will make each course a delight and a wonderful experience. The investment of time to listen pays off exponentially and enables us to pivot for the best outcome as a server in a fine restaurant for each patron.

If you have a team member who has great perspectives and insights but might not be comfortable speaking up in a larger group setting, talk to them about the project or problem the team is trying to solve one-on-one and then encourage them to share a specific idea with the larger group. For example, you might say, "X had a great idea when we spoke one-on-one the other day. X, would you mind telling the team about your idea to Z?" That strategy might open the door for them to speak in a way that is more comfortable for them, and it already validates and shows support for their idea, hopefully eliminating any concerns they might have about whether or not their idea will be well-received.

Actively seeking & incorporating feedback demonstrates a commitment to employee engagement. When individuals feel that their voices are heard & valued, they are more likely to be engaged & contribute positively to the organization. This, in turn, enhances the overall team dynamics & productivity. Encouraging feedback signals that leaders are approachable & open to dialogue. This culture fosters trust & makes it more likely that underrepresented voices will be heard and taken into account. By receiving feedback, servant leaders can learn about their strengths & areas for growth in supporting and amplifying underrepresented voices. This information enables them to refine their strategies and actions over time.

People from privileged backgrounds have a responsibility to help those from underrepresented groups get the respect and recognition they deserve. My go-to recipe for delivering IMPACTFUL feedback that levels playing fields is '2 to Glow + 1 to Grow'. Step One - 2 to Glow: We're all a bit like Mark Twain when he said "I can live for two months on a good compliment." Identify a person from an underrepresented group. Share two things s/he does well. Instead of "Great job", be specific: "I was moved by the strength of your message during the meeting. You were respectful, yet unapologetic - and this elevated you." Step Two - 1 to Grow: Obtain buy-in (this is important), then share a specific action this person could do to up their game.

The first thing to know when celebrating success is that it is important. Secondary to this, you need to know how your team/direct reports prefer to be recognized for their contributions. Some members of your team, perhaps an introvert, may want 1-1 feedback, congratulations, and rewards. Conversely, an extroverted individual may prefer group or public forums to be celebrated. This is critical to know so that you can build relationships and trust with your team.

Amplify the voices of underrepresented people by calling them out publicly for something they've done well. Here's how: 1. Shoot an email in which you celebrate a job well done by a person from an underrepresented group - AND copy senior leaders widely. Example: "I just have to tell you all about the amazing work Letisha did on XYZ! Wait until you see this!" 2. Then, add a few summary bullets points that clearly elevate this person in the eyes of others at your organization. 3. Close with a call to action: "If you like what you see, reply with kudos for Letisha!" This act can have a significant impact on both the career and morale of a person who could otherwise go unnoticed. I'd love to hear if you did this! Power for everyone.

This is how you could amplify the underrated voices;   Listening: By lending an empathetic ear, we create an environment where every voice is heard   Community Building: Building strong, inclusive communities, nurturing a sense of belonging, we empower individuals to contribute their unique talents Healing: By offering support, we promote personal growth and resilience   Persuasion: Inspiring others to embrace a shared vision.   Awareness: Self-awareness, recognising our strengths, weaknesses, we inspire those around us to do the same   Empathy: By understanding the experiences and emotions of others, we build trust   Conceptualization: By encouraging creativity, embracing diverse perspectives, we inspire others to think outside the box.  

Care about inclusion but don't know what to do? REACH OUT to people from underrepresented groups. Look, we all feel shy sometimes. And, it's PAINFUL when we left out of a group. We've all had that experience: Yuck. Now, imagine how much stronger these feelings can be if you come from a traditionally underrepresented group: your 'difference' is amplified. So, if you come from a privileged background, get off your chair. Reach out to people from underrepresented groups. Include them in activities. Invite them to a mid-day walk break. Remote workforce? Ping them: Invite them to a video brown bag lunch. You might learn something. After all, people from different walks of life bring new wisdom and fresh perspective. Power for everyone.