Majority bias, stereotypes and hierarchical conformism are all obstacles to equal expression in a diverse environment. So how can we overcome them to ensure our meetings are truly inclusive? We asked Patrick Scharnitzky, an expert in Diversity and Inclusion, Associate Director at Alternego, and speaker at the Eve and Octave Programs, to give us the keys to success.
According to a British study, 75% of speaking time in meetings is taken up by men. Majority bias, stereotypes and hierarchical conformism are all obstacles to equal expression in a diverse environment. So how can we overcome them to ensure our meetings are truly inclusive? Patrick Scharnitzky, an expert in Diversity and Inclusion, Associate Director at Alternego, and speaker at the Eve and Octave Programs, shares the keys to success.
- Overcoming majority bias to avoid self-censorship
When leading a diverse meeting, you need to “ensure that ‘majority bias’ does not influence how different opinions are heard,” explains Patrick Scharnitzky. These biases lead us unconsciously—and sometimes wrongly—to “consider rare or radical ideas to be probably false”. Yet, as the expert points out, “disruptive opinions must be heard and respected, even if they are uncommon.” Ignoring minority voices carries a double risk: missing out on a source of enrichment, but also pushing some people to self-censorship.
- Outsmarting conformity biases to improve the balance of power dynamics
Teams often indirectly see their manager as a role model. “When a manager leads a meeting and speaks first, there is the risk of creating an almost automatic conformity bias among employees,” warns Patrick Scharnitzky. Employees are then given the implicit impression that their view should align with that of the manager. “This bias can discourage people to express a different opinion.” The manager must be aware that they are in a position of power, to avoid disproportionately influencing the conversation and use it to encourage lively debate.
- Ensure balanced speaking time to make sure everyone gets their say
Furthermore, Patrick Scharnitzky recalls the importance of “not letting certain team members monopolize the floor. The manager’s role is to ensure that no one is forgotten during a round-table discussion and that the whole group gets a chance to speak” during the meeting. They should intervene if necessary, to regulate the dynamics. This involves “managing dominant voices and reassuring those who are more discreet,” continues the expert. “Sometimes a simple gesture, like reaching out to the quieter ones after the meeting with a word of encouragement, can make a difference and strengthen the trust within the team and avoid metastereotypes, ideas we have of what others think of us.”
- Be on the lookout for microaggressions
Patrick Scharnitzky insists on the importance of “tactfully managing conflicts and microaggressions that may happen during a diverse meeting. Behaviors like a mocking smile at your neighbor may seem insignificant, but they are often very unsettling for the person speaking,” he explains. In these situations, constructive intervention is crucial. For example, “If a male employee is replying to emails while a woman is speaking, you could say something like: ‘Bernard, listen carefully, it’s important that we all concentrate’. That’s much better than: ‘Brigitte is speaking now, so you should be listening.’ The aim is to assert a standard of respect across the board, without creating unease by attributing sexist intent, which could be unfounded.”
Finally, Patrick Scharnitzky underlines that “The role of a manager is neither to moralize nor to rescue the people involved”. Simply because that’s not necessarily what they want! It’s up to you to keep your meetings inclusive.
Charlotte Foulon and Gabrielle Pastel, for the EVE web magazine
