You're striving for inclusivity in decision-making. How can you amplify marginalized voices effectively?

Inclusivity in decision-making is a commitment to ensuring that all voices are heard and valued. By striving for inclusivity, we can create environments where everyone feels empowered to contribute, leading to more innovative and effective solutions. Active listening is the cornerstone of amplifying marginalized voices. It’s about hearing words and understanding the underlying messages and emotions. Active listening involves truly understanding and valuing the input of marginalized individuals so they are listened to and respected.

Policy evaluation can help any "other" feel seen, but organization would be smart to be sure to broaden their definition of diversity to go beyond the typical demographic areas. For example, I was working with a client-partner who was striving to broaden their policies to be more inclusive. They decided their bereavement policy needed to go beyond the norm, and changed it to include "non-human family members." It wasn't a big change, but the message "we recognize 'families' come in all shapes and sizes" was loud and clear, and went far to make non-human parents feel seen and understood. As a "canine parent" I found myself connecting to this client deeper! Small policy changes can have big impact to create and foster that sense of belonging.

Build with co design principles and embed timely accountability: regular meaningful “client” qualitative and quantitative feedback

When I wrote my previous book, "Pride Leadership: Strategies for the LGBTQ+ Leader to be the King or Queen of their Jungle" I realized it would be an ideal textbook for a training program for queer (and ally) leaders. I created "Pride Leadership: The L.I.O.N.S. Program." "L.I.O.N.S." has really helped me see the value in programs specifically for underrepresented minorities. Over the 4+ years it's been around I've hear unique conversations, topics, and experiences about leadership through "the rainbow lens," and it really empowers queer leaders to leverage their authentic selves to be more successful as well as network with other similar leaders. I think all organizations should invest in programs like this to allow growth in a safe space.

Develop empowerment programs to build the skills and confidence necessary for marginalized individuals to speak up and participate fully in decision-making processes. When empowered, people are more likely to share their unique perspectives.

Develop feedback mechanisms that allow marginalized voices to continuously engage, ensuring they play a crucial role in shaping the organization’s future. The cornerstone of amplifying marginalized voices is active listening. It’s essential to listen actively to understand and appreciate diverse perspectives.

There are many tools and strategies organizations can leverage to create more inclusive workplaces, but it's those organizations that have a feedback-rich culture that really move the needle. When employees feel they can safely share feedback to others without blame, shame, or repercussions, it allows everyone to--respectfully--share when they see behavior or hear language that needs to be adjusted. We all have our own unconscious biases, and it's only human to act upon them if you aren't aware (they're unconscious after all!). But when the behavioral norm is to empower each other to provide feedback when we see these slips identify so team members can learn and adjust future behavior, both the individual and the workplace benefits.

Amplifying marginalized voices is about creating a culture where everyone feels they belong and can contribute meaningfully. By actively listening, empowering individuals, and developing effective feedback mechanisms, we can build more inclusive and innovative organizations. Let's strive to make inclusivity the norm, not the exception. Lastly, ensure that decision-making bodies reflect the diversity of the organization. This goes beyond token representation; it's about genuine inclusion. For instance, companies like Microsoft and Intel have made strides in diversifying their boards, leading to more comprehensive and inclusive decision-making.

Recognition! Making sure that you consider all groups in your decision making. Seeing the world through our own lens means we can miss the things most obvious to someone else. Include as many people as possible in consultation, work systematically through the protected characteristics considering who your decision may affect and work to understand how to mitigate any negative consequences your decision may have. Recognise, Relate, Reassess.