There are a number of methods to this, including that all members of the team - in a meeting - are given a chance to speak and provide their opinion; one may, for example, follow a process that some Courts deploy when Judges are discussing how to decide a case: the speaking order is from the most junior upwards, with nobody able to speak twice before everyone has spoken once. Ideas submitted in writing - if there are difficulties with confidence etc with people doing this in a meeting in front of one another - can also ensure all are heard.

To ensure every voice is heard in a diverse team, it's essential to create an inclusive environment where open communication is encouraged, and all members feel valued. To foster psychological safety, create an environment where team members feel comfortable sharing their opinions and ideas without fear of judgment or reprisal. Encourage dissent by letting them know that it's okay to disagree and that their perspectives are valued. This will help build trust and create a more open and inclusive team culture. Use decision-making frameworks like brainstorming sessions, or the "Six Thinking Hats" approach to ensure all viewpoints are systematically considered.

Step 1: Understanding the power dynamics at play, how the org culture may implicitly favor some insights over others, and interrogating your own implicit biases. Then creating a facilitation approach and decision-making structure that enhances psychological safety for everyone. Examples: - Set group agreements - Create transparency and awareness by naming how power dynamics and dominant culture can sabotage a team - Provide diverse ways for sharing ideas (e.g. pre-meeting time to formulate thoughts, encouraging written ideas in addition to verbal ones, creating an anonymous/confidential input channel, etc.) Being an intentional, active facilitator who guides the team with empathy, self-awareness and compassionate accountability is key.

In my experience working with multicultural teams, I quickly realized that communication goes beyond words, it’s about understanding the emotions and cultural contexts that shape interactions. Leading a project with team members from different countries, I noticed how feedback and ideas were received differently based on cultural norms. By tapping into emotional intelligence, I adapted my approach is listening more, asking open-ended questions, and ensuring every voice was heard. This shift created a more inclusive environment, allowing us to harness diversity for more innovative and effective solutions.