The Meeting Leaders’ role in Nurturing Inclusive Communication

With many clients seeking to drive the behavioral change needed to support an inclusive workplace, meetings are a great area of focus.  The potential for micro-aggressions—subtle, often unintentional, discriminatory remarks or actions—can pose a threat to the safety and inclusivity of the space, which can result in shutting down engagement. Meeting leaders play a pivotal role in shaping the atmosphere of a meeting. This article delves into the role of meeting leaders in managing micro-aggressions, shedding light on examples and suggested responses to ensure that every participant feels respected and valued.

1. Cultivating Awareness: Meeting leaders must first cultivate awareness of what constitutes micro-aggressions.
   Example: A participant makes a comment about someone’s accent, implying a judgment about their proficiency in the language. Leaders can address this by emphasizing the importance of focusing on the content of discussions rather than the manner of speech.
2. Setting Clear Expectations: Establishing ground rules that explicitly address respectful communication and zero tolerance for micro-aggressions is crucial.
   Example: A leader emphasizes the importance of avoiding gendered language or stereotypical assumptions. By doing this, leaders set the tone for inclusive discussions from the start.
3. Active Listening and Observation: Leaders should hone their active listening skills to recognize subtle cues.
   Example: A participant consistently interrupts a colleague, undermining their contributions. Leaders can intervene by gently redirecting the conversation back to the interrupted participant, ensuring that everyone has an opportunity to speak without interruption. This is particularly important if the individual being interrupted is from an underrepresented group.
4. Fostering an Inclusive Environment by Addressing Micro-Aggressions Promptly: When micro-aggressions occur, meeting leaders must address them promptly and directly.
   Example: A participant makes a dismissive remark about a client group’s cultural practices. Meeting leaders can address this by interrupting, acknowledging the comment, and redirecting the discussion to explore ways to better consider the unique needs of the group.
   Example: A participant makes a joke that perpetuates a stereotype. Meeting leaders can counteract this by diplomatically highlighting the importance of avoiding humor that may inadvertently alienate certain groups.
5. Encouraging Open Dialogue: Create opportunities for open dialogue about micro-aggressions and their impact.
   Example: A participant expressing discomfort with a colleague’s choice of words. The meeting leader can facilitate a discussion, ensuring that the affected party has a platform to share their feelings and perspectives openly.
6. Leading by Example: Most importantly, meeting leaders must lead by example and demonstrate they are open to learn and improve.
   Example: A leader acknowledges their mistake when addressing the group as ‘ladies and gentlemen” and commits to using more neutral language. This not only sets the standard for inclusive behavior but also encourages team members to reflect on and learn from their own actions.

By recognizing and addressing micro-aggressions gently but promptly, meeting leaders contribute to a work environment where every participant feels heard, respected, and valued. Meetings become not only platforms for productivity but also arenas for fostering a culture of empathy, understanding, and collective success.