You're building a diverse thought leadership network. How do you ensure underrepresented voices are heard?

Stepping out of the comfort zone may not be easy, but adapting the mindset to include diversification is essential. This ensures that underrepresented voices are heard and there is an equal opportunity to present viewpoints.

Building a diverse thought leadership network requires intentional effort to include marginalized perspectives. Actively seek out individuals from underrepresented groups, provide them with platforms to share expertise. Create safe spaces for open dialogue & foster mentorship opportunities to empower these voices. Challenge unconscious biases within your network, ensure equitable representation across various platforms. Measure the impact of your efforts, continuously refine your approach to create a truly inclusive, representative thought leadership community. Diversity of thought is essential for innovation and progress. Amplify underrepresented voices to enrich your network and contribute to a more equitable, inclusive world.

Our brains are hardwired through familiarity bias to seek out ideas that are familiar to us from people who look like us. You have to actively work against this hardwiring if you really want to build a diverse network. Make a commitment to sending connection requests daily to people who don't look like you. This is especially important if you are in a position of privilege.

Here are some actionable steps to consider: Assess your workplace: Examine existing policies and practices to identify areas where inclusivity can be improved. Employee feedback: Conduct surveys or organize focus group discussions to gather information about personal experiences and barriers faced by underrepresented employees. Training programs: Implement diversity and inclusion training sessions for employees at all levels to foster awareness and understanding. Mentorship opportunities: Create mentorship programs to nurture underrepresented talent and provide guidance in their professional growth.

Diversity and inclusions have its associated challenges but what is more important is to have a right platform to contribute, share experiences and knowledge and engage without any biases. The approach should be to looking beyond the differences and leveraging the strengths of each individual in a team to help achieve business goals and common objectives.

We have found LinkedIn audio events integral to providing a platform for underrepresented voices. By using a rangr of ways to engage our community - such as reaction buttons, comments and invites to ask. Questions "on stage", we have been able to include voices internationally

Ensuring underrepresented voices are heard is essential for a truly diverse thought leadership network. In my coaching practice, I emphasized active listening and inclusive communication. For instance, I coached a leader in a tech company to host regular roundtable discussions where team members from different backgrounds could share their perspectives. We ensured these sessions were structured to give everyone equal speaking time and incorporated feedback loops to address any issues raised. By fostering an environment where all voices are valued, the leader not only enriched their thought leadership network but also enhanced team innovation and cohesion. This builds a robust and diverse thought leadership presence.

15% of the world's population are having special needs. Developing inclusive policies & including them in your work/network will broaden your own perspective. Don't do these things, for tick mark purpose. Each family on this earth have diverse set of members. This include, gender diversity, people with special needs, people dealing with certain challenge. By including people of diverse perspective, you get good representation of various people/culture. Create an atmosphere of trust. Make policies so that diversity & inclusion becomes part of the DNA of your group. Encourage those members to participate & voice their opinions in various meetings. As though leaders, your aim should be, to get diverse set of thoughts & opinions.

While it is essential to amend policies at the organizational level to foster diversity and inclusion, at the leadership level, the need for empathy and active listening shall be the key determinants. In my experience, a team gains more stability and success when it is open-minded towards diversity, offers opportunities for underrepresented voices to be heard, and treats everyone equally.

In my experience, I helped a client expand their thought leadership network by focusing on inclusivity. We began by identifying and reaching out to thought leaders from diverse backgrounds who were often overlooked. I encouraged my client to actively participate in forums and discussions where these voices were prominent and to seek out collaborations with them. By featuring these diverse perspectives in their content and presentations, my client not only enriched their network but also demonstrated a commitment to inclusivity. This approach not only broadened their influence but also positioned them as a champion for diverse viewpoints, enhancing their credibility and impact in the thought leadership space.

Evolutionary Leaps can only be done when people are ready, supported, guided and embraced. All voices need ti be heard privately in in public to invite and encourage diverse thought leadership. I am nurturing uniqueness. With each member. I show my sincere and honest interest and make space and time to receive them with my full attention and presence. If they don’t feel the love and truths it ain’t work I love giving voice to all and I really care what everyone has to say