How can you benefit from participant diversity in large group facilitation?

1 Why diversity matters

In large group facilitation, diversity can bring many benefits, such as enhancing creativity and innovation by exposing participants to different ideas, viewpoints, and approaches. It can also improve decision-making and problem-solving by providing more information, feedback, and alternatives. Furthermore, it can increase engagement and motivation by creating a sense of inclusion, belonging, and representation. Additionally, it can foster learning and development by facilitating cross-cultural and cross-functional interactions and exchanges. Finally, it can build trust and collaboration by promoting mutual understanding, respect, and appreciation.

2 How to prepare for diversity

To benefit from participant diversity, you need to prepare in advance by doing research on the participants' backgrounds, needs, expectations, and interests. Design your facilitation process and methods to accommodate diversity, such as using plenary sessions, small groups, breakout rooms, or online platforms. Additionally, choose facilitation tools and techniques that support diversity, like visual aids, interactive activities, games or stories. Lastly, plan your logistics and resources to ensure diversity by considering the venue, seating arrangement, equipment, materials and catering. All of these steps will help you create an accessible, inclusive and respectful environment for all participants.

3 How to facilitate diversity

When facilitating, it is important to promote diversity in a way that enhances the group dynamics and outcomes. This can be done by setting clear and shared goals and expectations for the facilitation, as well as creating a safe and supportive environment for diversity. Additionally, it is important to encourage and manage participation and interaction among diverse participants. Furthermore, potential conflicts or tensions arising from diversity should be acknowledged and addressed. Active listening, empathy, or mediation can be used to understand, validate, and resolve different perspectives or needs.

4 How to evaluate diversity

After the facilitation, it is necessary to evaluate diversity in terms of its impact and value. This requires collecting and analyzing data on the diversity of the participants and their contributions, utilizing quantitative methods like surveys, polls, or metrics. Additionally, feedback should be solicited and incorporated on the diversity of the facilitation process and methods, using qualitative methods such as interviews, testimonials, or stories. Furthermore, the benefits and achievements of diversity should be identified and celebrated with recognition methods like awards, certificates, or badges. Finally, challenges and opportunities of diversity should be learned from and improved upon with reflection methods such as debriefs, reviews, or lessons learned to examine and enhance your facilitation skills related to diversity.

5 How to sustain diversity

To sustain diversity as a continuous practice and culture, you need to communicate and disseminate the results and learnings of the facilitation to the wider audience and stakeholders. This can be done through reports, presentations, or publications. Additionally, it is important to maintain and expand the connections and networks among the diverse participants and groups using follow-ups, newsletters, or social media. Furthermore, you should support and enable the implementation and action of the facilitation outputs and recommendations by providing coaching, mentoring, or consulting. Lastly, seek new opportunities and platforms for large group facilitation and diversity by using proposals, pitches, or invitations.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?