In most organisations, the loudest voices or the majority tend to be the ones listened to. This means that we often don’t hear from the minority – which is sometimes called the “ghost voice”.
From an inclusion perspective, it is important that we also hear those voices. Often these voices are not heard or are repressed, and they manifest themselves elsewhere in the organisational system. So it is useful to create the space for these voices to be heard and for leaders to pay attention to what is being said.
An example of this relates to safety issues. Many times, a concern is raised in regard to an issue which if not heard or resolved can lead to an incident occurring.
As leaders, you want to ensure that you are hearing from all voices in the organisation regardless of whether you agree or disagree with them.