The inclusion barometer

The inclusion barometer

What your meetings tell you about how inclusive your company is

Want to get a broad sense of how inclusive an organisation is? Have a look at meeting culture: How are employees treated? How do leaders encourage inclusion? Where do your meetings sit on the scale?

Ice Age

No meetings.

Meetings can be overused, but they remain an essential communication channel. No meetings means there’s a good chance people feel left out, poorly informed, and not included.

Freeze out

Key staff are not invited.

Can prompt insecurity in staff members and also lead to ineffective meetings. Reviewing the invite list and keeping the right people in the know will help.

Ego blizzard

Meetings are dominated by one person.

With a dominant person, often a leader, meetings can quickly become monologues – enough to make even the hardiest colleague shiver. This requires intervention from senior leaders.

Frosty exchanges

Colleagues don’t listen to one another.

Can lead to poor outcomes, strained working relationships and repeat meetings to pick up on missed information. Clear agendas and good meeting management are essential.

Sheltered seating

Colleagues always take the same seat.

If seating is fixed, so are mindsets. Encourage people to move around the room in regular meetings to mix things up and prompt new conversations.

Credit fog lifting

Ideas are credited to their originators, not the loudest voice.

Giving credit fairly for ideas in meetings is a simple micro-behaviour that will make people feel included and promote a sense of equality within the team.

Bracing conditions

Embracing challenge in meetings as a good thing.

Exploring the alternative POV can move a stagnant meeting forward. Try nominating a colleague to play Devil’s Advocate to prompt discussions from a different angle.

Sunny spells

Interruptions are managed positively.

Interruptions happen, but you can keep the mood upbeat by acknowledging the interrupter, then returning to the original speaker. Phrases like “Jo, would you finish your thought?” can help.

Bright and breezy

Everyone is involved in meetings.

Encouraging discussion and prompting everyone in the team to contribute will boost inclusion and might also lead to fresh ideas and perspectives being aired.

Good visibility

Remote and flexible workers are welcomed and included.

Involving remote and flexible workers by scheduling meetings at convenient times, providing the means to dial in and acknowledging them during the call can support the individual and boost team cohesion.

Blue skies

Meeting materials are sent out well in advance.

Providing access to relevant material ahead of time helps everyone, but in particular allows more introverted team members and those with learning differences to feel prepared.

Fine

Regular, effective meetings.

Well-run, regular meetings keep everyone informed, generate ideas and discussion and can contribute to a culture of inclusion and show a company’s commitment to diverse thinking.