How do we ensure the certainty of “all voices heard and engaged”?

In striving for gender equity, one important marker of progress has become equitable representation of women and men on decision-making committees. Who can forget the buzz that ensued when Justin Trudeau famously formed the first gender-balanced cabinet in November of 2015?

The Salvation Army Canada and Bermuda Territory is to be commended. A 2024 review conducted by the Gender Equity Committee found that 70 percent (25/36) of territorial committees have representation of gender equity that is equal to or above 40 percent, and while there’s still work to be done, this is a marked improvement over past years and is to be celebrated. These territorial committees serve as an example to boards and committees at every level of the movement, and in many ways set the tone for how local-level leadership teams should function. And yet, while it is important for women to be given a seat at tables of power, their presence doesn’t necessarily guarantee women’s voices will be heard.

Numerous studies have shown that men at mixed-gender meetings often speak more and speak longer than women. Conversely, studies show that women are more likely to be ignored or interrupted than their male counterparts. Simply having women present at a meeting does not guarantee their voices are being heard and their opinions and expertise are being engaged in meaningful ways.

As such, the work of gender equity must go beyond simply confirming that women are counted as committee members to ensuring they are equipped with the tools needed to succeed in these meetings and that others at the table are ready and willing to welcome them into the conversation. In fact, one of our gender equity principles, Multiple Views Enrich Us, states that “both women’s and men’s voices are expected and acknowledged at all levels of leadership.” This is not only important at the territorial level, but at all levels of leadership right down to the ministry unit level, including at mission boards and corps councils.

Here are just a few ways we can work towards assuring that all voices are heard and engaged on boards and committees:

Structured Meetings

Implementing structured meetings can be an effective way to ensure everyone is given the opportunity to speak. Distributing the outline well in advance can also give plenty of time for committee members to process discussion points and prepare to share their views and ideas.

In addition to structuring meetings, providing structured opportunities for idea sharing or brainstorming can ensure all voices are heard. Try distributing Post-it notes or index cards so everyone can write an idea anonymously or using a round-robin technique where everyone in a circle contributes one by one.

Amplification

Just because ideas are spoken aloud doesn’t mean they will be heard or implemented. When New York University researchers sat in on 80 team meetings to explore the dynamics of whose voices were listened to, they found that many ideas raised by women (and other minority groups like people of colour) were disproportionately dismissed or falsely attributed to other people[1].

This was overcome when meeting participants implemented a strategy called “amplification.” When a woman made a key point, another woman would repeat it, giving credit to its source. This doubled the opportunity for the men in the room to take notice and to recognize the contribution.

Amplification can also be practised by male allies in a meeting. If a man suspects that a woman’s point may go overlooked, he can repeat her idea, giving credit to its author. “Sarah makes a good point….” Committee chairs can even encourage such behaviour, or train team members on how to amplify the voices of women and other marginalized or minority groups who may otherwise go unheard.

Countering Interruptions

Many studies[2] have demonstrated that men are more than twice as likely to interrupt others than women. The majority don’t even realize they are doing it.

Now that you’re aware of it, you can watch for it! If you’re chairing the meeting and notice an interruption, kindly mention, “I don’t think Mary was finished speaking. What was it you were saying?” If you were interrupted, you can be prepared to advocate for yourself. “David, would you mind if I finished my point? It will only take a moment.”

These small steps can go a long way to ensuring all voices are heard and engaged in meeting spaces, ensuring our discussions are enriched by multiple views and insights.

[1] https://journals.sagepub.com/doi/full/10.1177/0001839220962795

[2] https://www.advisory.com/daily-briefing/2017/07/07/men-interrupting-women