Leadership Compliance

In This Section

Section 3.2: So How as a Leader, Can You Build an Open Space for Discussion?

Below are ways in which you, as leaders, can create an open space for discussion, where employees feel they can bring their whole selves to work:

Build trust and create a culture where people feel welcome to share their opinions, express themselves, and request accommodations
Actively combat unconscious bias and systems that can contribute to inequity
When seeking opinions, allow employees to share their views first. Doing so will encourage authentic contributions and reduce the probability of receiving answers that they think you want to hear
Embrace a variety of styles and voices inside the organization
Leverage the skills and experiences of employees to reach the organization’s strategy and goals
Hold regular listening sessions for employees to feel comfortable sharing concerns and/or opinions with you
Acknowledge conflict openly and grant all employees the space and time to think, refine, and share their views
Support the Psychological Health and Safety of Employees
a) Think ahead, communicate openly and stay in touch

b) Create a sense of purpose and vision

c) Develop ownership and accountability

d) Support employees emotionally and in concrete ways
Leverage the power of storytelling: Share your personal experiences with employees, modelling openness and creating a space for others to share their experiences if they would like. This helps to build connections and foster a culture of empathy within your organization.

When conducting meetings in Northern Canada, consider the following practices to build inclusion and open spaces for discussion:

Ask participants anonymously about accommodations they may require (e.g. prayer/reflection room, daycare or support for young children)
Create culturally safe spaces for diverse participants
Have First Nations, Inuit and Métis cultural opening and closing ceremonies at events, and create time for these
Begin discussions with land acknowledgments, including intentional actions toward reconciliation and respect for Indigenous communities
Guide engagement through Inuit values, for example by;
- Actively listening to each other, as listening influences decision-making
- Valuing cooperation and conflict avoidance
- Recognizing that decisions are made based on consensus which may result in longer discussions and decision-making periods