Inclusivity in Meetings

Following meeting agendas and keeping to agreed break times is my ultimate green flag as a disabled and neurodivergent person. They’re inclusive behaviours that are truly underestimated. “If we skip this break, we can finish 30 minutes earlier than planned.” or “Does anyone mind if I do this agenda in a different order?” Hands up if you’ve said one of the above. I know I have! Agendas exist for a reason. They tell people what they need to prepare in advance and give an idea of what will be discussed. Many attendees will plan their contributions based on the agenda’s order. Changing it at the last minute can be disorienting for many different types of people. Similarly, break times matter. Ideally, meetings should include at least a 10-minute break for every hour and a 45-minute lunch break (preferably an hour) for all-day sessions. More importantly, once break times are set, they should be honoured. Some disabled people plan personal care support around meeting breaks. Others need downtime to maintain focus, take a guide dog out, or step away from the meeting environment for other reasons. They shouldn’t have to publicly share their needs just to access time that was already scheduled. Disabled people shouldn’t suffer because of poor meeting management. If time needs to be recovered or a meeting needs to finish early, adjust the content – not the breaks. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

Early in my career, I worked with two very different leaders within the same company. Under the first, team meetings were silent affairs where new ideas were often met with criticism. We stopped contributing. When I moved teams, my new manager actively encouraged input and acknowledged every suggestion, even the imperfect ones. Our productivity and innovation skyrocketed. This experience taught me the power of psychological safety. That feeling that you won't be punished or humiliated for speaking up with ideas, questions, or concerns. Here are three concrete ways leaders can foster psychological safety in meetings: 1. Practice "Yes, and..." thinking. Replace "That won't work because..." with "Yes, and we could address that challenge by..." This simple language shift acknowledges contributions while building on ideas rather than shutting them down. 2. Create equal airtime. Actively notice who's speaking and who isn't. Try techniques like round-robin input or asking quieter team members directly: "Alyzah, we haven't heard your perspective yet. What are your thoughts?" 3. Normalize vulnerability by modeling it. Share your own mistakes and what you learned. When leaders say "I was wrong" or "I don't know, let's figure it out together," it gives everyone permission to be imperfect. AA✨ #PsychologicalSafety #InclusiveLeadership #WorkplaceBelonging

🌐 "How can we lead inclusive team meetings when our team is so widely distributed across timezones?" That's a question our #Inclusion Strategy team at Netflix has been reflecting on quite a bit lately – and that's surely not an issue we face alone. Here are some ideas that popped up as we put our geographically distance heads together to ensure that everyone has an equal opportunity to participate in discussions that are relevant to all: 1️⃣ Establish a Meeting Time Rotation: to ensure fair participation, create a rotating schedule for your meetings. This means alternating meeting times to accommodate different time zones, so that each team member has an opportunity to attend during their regular working hours on a rotating basis. 2️⃣ Consider Core Overlapping Hours: identify the core overlapping hours when the majority of team members are available. Aim to schedule important meetings during these hours to maximize attendance. This may require some flexibility from all team members, but it fosters a sense of shared responsibility for ensuring everyone's voice can be heard. 3️⃣ Prioritise Meeting Relevance: ensure that meetings are called only when it's essential for all team members to be present. Avoid scheduling meetings for routine updates that can be shared asynchronously, giving team members more flexibility to manage their schedules. 4️⃣ Create Pre-Meeting Materials: provide agendas, and key discussion points well in advance, so team members who cannot attend live sessions can still contribute their input asynchronously. This way, everyone can stay informed and engaged in the decision-making process. 5️⃣ Encourage Rotating Facilitation: consider rotating meeting facilitators to accommodate different time zones. This not only distributes the responsibility but also allows team members from various geographies to lead discussions and bring diverse perspectives to the forefront. 6️⃣ Use Inclusive Meeting Technologies: leverage virtual meeting tools with features like real-time chat and polling to foster engagement from all participants, regardless of their location. Consider having all meetings recorded by default (unless there's a compelling reason not to), streamlining access to the team immediately after each recording is ready. 7️⃣ Promote Open Feedback Channels: establish channels for team members to asynchronously provide feedback on meeting times and themes, and communication methods. 8️⃣ Acknowledge and Respect Personal & Cultural Differences: be mindful of cultural practices and observances that may impact team members' availability or participation. Strive to do the same about individuals' needs, too (like dropping kids at school). These strategies can help create an inclusive and equitable approach to meetings, enhancing the chances of all team members feeling valued and empowered to contribute. How else can you foster that? 🤔

Hybrid Meetings ≠ Inclusive Meetings. I’ve lived it - and here’s 5 practical tips to ensure everyone has a voice, regardless of location. I spent more than 10,000 hours in hybrid meetings while as a remote leader for The Clorox Company. I was often the 𝘰𝘯𝘭𝘺 remote attendee - while the rest of the group sat together in a conference room at HQ. Here’s what I learned the hard way: 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗼𝘃𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿𝘄𝗮𝗿𝗱, 𝘁𝗵𝗲𝘆 𝘀𝗵𝗮𝗽𝗲 𝘁𝗲𝗮𝗺 𝗰𝘂𝗹𝘁𝘂𝗿𝗲... ...by showing who gets heard, who feels seen, and who gets left out. If you're leading a distributed or hybrid team, how you structure your meetings sends a loud message about what (and who) matters. 𝟱 𝘁𝗶𝗽𝘀 𝗳𝗼𝗿 𝗱𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗵𝘆𝗯𝗿𝗶𝗱 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀: 1️⃣ 𝗗𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗲 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿 – who will actively combat distance bias and invite input from all meeting members 2️⃣ 𝗔𝘀𝘀𝗶𝗴𝗻 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝗿 – to monitor the chat and the raised hands, to launch polls and to free up the facilitator to focus on the flow 3️⃣ 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗼𝗴 𝗶𝗻 - so that there is equal access to the chat, polls, and reactions 4️⃣ 𝗕𝘂𝗱𝗱𝘆 𝘀𝘆𝘀𝘁𝗲𝗺 – pair remote team members with in-room allies to help make space in the conversation and ensure they can see and hear everything 5️⃣ 𝗣𝗿𝗲𝗽 𝗮 𝗯𝗮𝗰𝗸𝘂𝗽 𝗽𝗹𝗮𝗻 – be ready with a Plan B for audio, video, or connectivity issues in the room 𝘞𝘢𝘯𝘵 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘵𝘩𝘪𝘴 𝘦𝘷𝘦𝘯 𝘧𝘶𝘳𝘵𝘩𝘦𝘳? 𝗧𝗿𝘆 𝗮 𝗗𝗶𝗴𝗶𝘁𝗮𝗹-𝗙𝗶𝗿𝘀𝘁 𝗺𝗲𝗲𝘁𝗶𝗻𝗴. If even one person is remote, have everyone log in from their own device from their own workspace to create a level playing field. 🔗 𝗚𝗲𝘁 𝗺𝗼𝗿𝗲 𝘁𝗶𝗽𝘀 for creating location-inclusive distributed teams in this Nano Tool I wrote for Wharton Executive Education: https://lnkd.in/eUKdrDVn #LIPostingDayApril

I am regularly asked this question: What are some practical ways you can help quieter people speak up in meetings, and draw out their valuable contributions? It’s an important question, because there are many reasons why people may not speak up. It is dangerous to assume that they have nothing to contribute. Some may feel that it’s rude to interrupt, feel anxious when under pressure to think on the spot, are unable to find a gap in a group of louder people, or have some other reason to not speak up. If you are a leader or chairing a discussion, there are things you can do to ensure quieter voices are heard. Here are three practical things that you can do at your next meeting: 1 Inform people of the discussion topic ahead of time. Quieter people can feel anxious and freeze up when put up on the spot. They may need time to think through things before sharing them. Providing background material beforehand allows them to be ready to share during the meeting. It is very likely their ideas will be well thought through and valuable. 2. Actively create space, especially if others are noisy. Quiet people can struggle to interrupt - they may feel it's impolite, need more time to interject, or their quieter voices may be drowned out. You can come up with a pre-arranged signal that people can use if they want to say something - such as a raised hand - and invite them to talk. You can also keep track of who has talked and who hasn’t, and invite anyone who hasn’t talked to do so. 3. Invite people to share things with you after the meeting. Just as quieter people may need time to assemble their thoughts before a meeting, they may think about things that were raised during the meeting, and have even more to contribute after reflecting. Invite people to talk to you some time afterwards. Then in the next meeting, bring up their contribution and invite them to share further. These three strategies are not overly time consuming, nor do they take much effort. However, they can have a significant impact on your quieter people feeling heard and included, and on how much value your organisation gains from their contribution. The ability to create space for quieter voices is an important inclusive leadership skill. Noticing and inviting quieter voices will likely add diverse perspectives to your discussions. How consciously do you create space for quieter people to be heard? #inclusion #listeningskills #management #inclusiveleadership #diversityandinclusion

Your inclusion plan goes out the window the moment your leaders say "let’s pow-wow," or your Zoom meetings still open with "long time no see!" I wish I could tell you that real inclusion lives on a nicely designed deck. Wouldn't that be super easy? But, no, that's not how it works. Real inclusion, the one that makes your talent want to stay at your company, lives in the tiny choices you make every day. And the choices you don't make, too! Real, tangible, and meaningful inclusion lives in the way you schedule meetings, communicate, share feedback, build docs, and send invites (among many other things!) So, let me share 7 small but very intentional inclusion steps you can take to start making a difference: 🟣 Add cultural and religious holidays to your calendar so you don't schedule meetings when your team's supposed to be OOO (there are plugins for this!) 🟣 Ask your team how they want to receive feedback: in 1:1 meetings? In writing? In public? Everyone's different! 🟣 Turn on captions and transcripts for every video call so all your team members can access the information that was shared 🟣 Run an accessibility check on all your decks and docs (Canva and Office have these options!) 🟣 Add context to calendar invites to minimize anxiety 🟣 Remove phrases like "long time no see," "pow-wow," "shoot me an email" from your vocabulary 🟣 Stop assuming everyone had a "great" weekend or holiday. Breaks aren't joyful, fun, or even restful for everyone. No, these actions won't solve all your Inclusion issues, but they're definitely a good starting point! What would y'all add to this list?

If you're setting goals to create a more inclusive workplace in 2025, my experience may save you time, money, and unmet expectations. ✅ Quick Wins (low effort, high impact) Start with team psychological safety. Inclusion is felt most in everyday team interactions—meetings, feedback, problem-solving. 👇 Use tools like: 1. The Fearless Organization Scan to uncover blind spots and team dynamics. 2. Debrief session with an accredited facilitator to discuss results openly and set clear, actionable improvements. 3. Action plan with small shifts in behavior, like leaders modeling vulnerability, asking for input first, or establishing "speak-up norms" in meetings. These micro-actions quickly build team inclusion and unlock collaboration. 🏗️ Big Projects (high effort, high impact): To create sustainable change, invest in structural inclusion. 👇 Focus on: 1. Inclusive hiring & promotion practices: build diverse candidate pipelines and train interviewers on bias mitigation. 2. Inclusive decision-making: ensure diverse perspectives are integrated into key business decisions. 3. Inclusive leadership: train leaders to actively foster diverse perspectives, intellectual humility, and trust in their teams. Empower leaders to align inclusion with business goals and make it part of their day-to-day behavior. 🎉 Fill-ins (low effort, low impact): Awareness events (like diversity month) are great for building visibility but should educate, not just celebrate. 👇 For example: 1. Pair cultural events with workshops on how diverse values shape workplace communication. 2. Use storytelling to highlight how diverse perspectives lead to tangible business wins. 🚩 Thankless Tasks (high effort, low impact): Avoid resource-heavy initiatives with little ROI. 👇 Examples: 1. Overcomplicated dashboards: focus on 2–3 actionable metrics rather than endless reports that don’t lead to change. 2. Unstructured ERGs: without clear goals and leadership support, these often become frustrating rather than empowering. 3. One-off training programs: A two-day training on unconscious bias without follow-up or practical tools is a missed opportunity. 💡 Key Takeaways 1. Inclusion thrives where it’s felt daily—in teams and decisions. 2. Start with quick wins to build momentum and tackle big projects for systemic change. 3. Avoid symbolic efforts that consume resources without measurable outcomes. 🚀 Let’s turn inclusion into a tangible, strategic advantage that empowers your teams to thrive in 2025 and beyond. _____________________________________________ If you're new here, I’m Susanna—an accredited team psychological safety practitioner with over a decade of experience in DEI and inclusive leadership. I partner with forward-thinking companies to create inclusive, high-performing workplaces where teams thrive. 📩 DM me or visit www if you want to prioritize what truly works for your organization. 

Fix the Missing Piece in This Boardroom Puzzle Your boardroom boasts: ✔ Representation. ✔ Expertise. ✔ Financial backing. But here’s the real question. Are you unlocking the full potential of these assets? Without inclusion, the richness of diverse perspectives often gets lost. Voices remain unheard, innovation stalls, and decisions reflect a narrower lens. Inclusion is not about who is at the table, it’s about ensuring every voice is valued, respected, and actively engaged. Why does this matter? Organizations with inclusive decision-making outperform their peers by up to 60% on innovation and problem-solving. It’s not just good ethics; it’s good business. How can you address this? 🔹 Foster open dialogue: Create a culture where differing opinions are welcomed and debated constructively. 🔹 Reevaluate norms: Challenge processes or traditions that unintentionally silence diverse voices. 🔹 Commit to accountability: Set measurable goals to track how inclusivity shapes decision-making and outcomes. Your boardroom doesn’t need more people, it needs better inclusion strategies. How would you ensure every voice in your boardroom contributes to shaping the future? Let’s discuss!

Meetings should empower—not silence—your team. Fear of speaking up leads to disengaged teams, ineffective meetings, and stagnant organizational learning. Here are 9 Proven Strategies to foster psychological safety in your meetings: ✔ Set a clear agenda ↳ A well-defined agenda aligns everyone and keeps the discussion productive. ✔ Share materials in advance ↳ Pre-reads respect neurodiversity and allow thoughtful preparation. ✔ Encourage active listening ↳ Listening builds trust and reinforces that every voice matters. ✔ Solicit junior voices first ↳ Avoid influence bias and unlock fresh ideas by letting junior team members speak first. ✔ Add a roundtable discussion ↳ Cultivate inclusion and trust by ensuring everyone has time to share their thoughts. ✔ Be an ally ↳ Research shows men interrupt women 33% more often—let’s change that. ✔ Hold comments until everyone has spoken ↳ Facilitators should withhold their opinions initially to encourage unbiased discussions. ✔ Normalize questions and feedback ↳ Celebrate curiosity and make questioning part of the culture. ✔ End with clear action items ↳ Summarize decisions, assign owners, and set deadlines for accountability. Psychological safety is the #1 predictor of high-performing teams. (Google’s Project Aristotle) For more actionable implementation strategies, check out the attached resource. Which of these strategies will make the biggest impact in your meetings? Drop your thoughts below. 👇 ♻ Reshare to help other leaders build high-performing workplaces. ➕ Follow Morgan Davis, PMP, PROSCI for insights on achieving operational excellence.

Making your meetings Neurodivergent-friendly is crucial for fostering an inclusive and productive workplace while also recognizing and respecting the varied cognitive processes and sensory experiences of your Neurodivergent employees. By adapting meeting structures and practices to be more accommodating, you not only empower Neurodivergent employees to participate more effectively, but you also enrich the quality of discussions by adding a fuller range of perspectives. This type of organizational inclusivity leads to a more collaborative atmosphere overall, where all voices feel heard and valued. Creating Neurodivergent-friendly meetings is relatively low-cost and low effort. It simply means adopting practices that give thought to diverse cognitive styles and sensory sensitivities. Here are a few ways you can get started: 1. Provide a clear written agenda in advance: This allows participants to prepare mentally and manage anxiety as well expectations. 2. Develop a structured meeting format: Include items like designated speaking times, links to related documents, and any rules or reminders. 3. Offer written or recorded transcripts: Post-meeting, make a summary of the meeting available for those who benefit from revisiting information and instructions. 4. Be flexible with communication methods: Encourage written contributions as an alternative to speaking. Also remember to be flexible with required on camera presence. 5. Actively seek feedback from Neurodivergent participants: This allows for continuous improvement in the inclusivity of your meetings, demonstrating a commitment to a welcoming and productive environment for all. Remember, adopting Neurodivergent-friendly practices in meetings can reduce anxiety and stress, which leads to improved well-being and job satisfaction for your Neurodivergent employees. Ultimately, however, embracing inclusive practices like this one not only benefits Neurodivergent individuals but also enhances the overall creativity, problem-solving ability, and productivity of the entire team, driving organizational success by creating equity. Looking for more ways to create AND sustain #DisabilityInclusion in the workplace? Hit the ‘follow’ button! I’m an openly Autistic #DEIB Facilitator and Speaker on a mission to close the disability leadership gap. Want to make your organization truly #inclusive? For Consulting, Speaking, Training & Workshops, email me at Becca@TrulyInclusiveLeadership.com or visit my website https://lnkd.in/ggFshWks Document description: in a dark green background, first pages reads "5 ways to create neurodivergent-friendly meetings", and the remaining pages repeat the 5 tips from text above. #Autism #AutisticAdults #neurodiversity #TrulyInclusiveLeadership