To ensure a marginalized team member’s voice is heard, actively invite their input during discussions by asking for their perspective on key points. Create a safe, respectful environment where everyone feels valued by setting ground rules against interruptions. Encourage one-on-one check-ins to understand their concerns and ideas, then amplify those ideas in meetings if they hesitate to speak. Rotate meeting facilitation roles to balance participation and ensure quieter voices have equal opportunities to contribute meaningfully.

What you do before the meeting is just as important as what you do during and after the meeting. Always include an agenda in the meeting invitation that specifies what will be discussed and/or decided in the meeting as well as who is responsible for leading and contributing to which parts of the discussion. Real talk: If you have difficulty crafting an agenda, you haven’t put enough thought and preparation into the meeting. Why do this? By providing a clear agenda, you give everyone an opportunity to contribute and add value. For example, they may need to do some research or pull some data. You also set the expectation that you want to hear from ALL or from specific stakeholders.

To ensure everyone is heard, create an inclusive environment. Encourage active listening, address interruptions, use roundtable discussions, and provide opportunities for written feedback. Offer mentorship, conduct diversity training, and maintain an open-door policy. Regularly check in with team members to assess their experiences.

When a team member feels marginalized in discussions, it signals a gap in inclusivity that can impact team dynamics and innovation. Instead of simply creating space for everyone to speak, focus on empowering quieter voices to feel valued. Strategies like rotating facilitation roles, soliciting input in advance, or following up on overlooked ideas can turn marginalized voices into pivotal contributors. It’s not just about asking, “What do you think?” but showing genuine curiosity for their perspective and acting on it.

É fundamental garantir que todos na equipe se sintam ouvidos e valorizados! Incentivar a escuta ativa, revezar a liderança das discussões e usar formatos estruturados para garantir a participação de todos são ótimas estratégias.

1. Make sure everyone feels comfortable sharing their ideas without hesitation and fear of judgement. 2. Invite the marginalized team member to share their thoughts by asking open ended questions. 3. Having different team members lead discussions or meetings can help balance power dynamics and ensure everyone feels they have an equal opportunity to speak. 4. Involve everyone in small group discussions where they might feel more comfortable to share their ideas. 5. Provide them an opportunity to contribute their knowledge and skills to make sure they feel valued for their qualities and strengths.