Happy New Year. As we all get back into the swing of work, it is likely that our calendars will start to fill up with meetings, both in person and virtually. Meetings can be a great way to collaborate. However, for a large number of lawyers—specifically women—it is increasingly difficult to participate in those meetings. The difficulty does not have anything to do with the ability to use technology but rather stems from an amplification of an issue that has existed for years: interrupting.
It should not be news to anyone that women are interrupted at meetings and even at hearings much more often than men. This is not limited to associates or younger women lawyers. Female judges, including Justices on the United States Supreme Court, have reported being interrupted by both other judges and even attorneys and litigants. This became such an issue that the Supreme Court changed how questions are asked, allowing each justice to have a specific amount of time starting with the most senior justice, so that everyone gets a chance to ask their questions. Interestingly, after this change, Clarence Thomas—whom many had joked never asked questions—began asking questions, as well. This simple change has made it so that all the Justices at the Court can fully participate in oral arguments. This allows for more thoughtful and complete arguments.
I believe this example can help all of have more meaningful meetings.
What you can do as a meeting leader
Most of us do not have the same power as Chief Justice John Roberts to change how our office meetings are run. If you happen to be the person who is in charge your office, then I encourage you to consider devising a way ensure everyone is at the table and sharing their opinions. This may require you to set up the meeting in a way where you go around the room having everyone give their input. Or it may just require you as a meeting leader to step in and stop the interrupting.
Be aware of behavior that shuts down or precludes some people from sharing their opinions.
The first step here is to be aware of behavior that shuts down or precludes some people from sharing their opinions. It is important to realize that this behavior is not necessarily intended to preclude someone’s opinions or statements. We are lawyers, and it is not uncommon for us to want to express our opinion. That may lead to some jumping in to share their thoughts. This unfortunately leads to some voices being shut out. As a leader, you should strive to stop that type of behavior in a respectful way. Try simply stopping the interrupter and saying you want the person who was talking to finish their thought first. As a leader you can set to tone for a more orderly and inclusive meeting that will benefit everyone.
What you can do as a colleague
Women in particular find themselves in an impossible situation when they get interrupted. If they don’t push back to make themselves heard, they may not be seen as contributing, or others may take credit for their ideas. If they do push back, then they can be labeled as too aggressive or bossy. Here is where you as colleagues can step in. If you notice that someone was interrupted, you can step in and advocate for the person who was cut off. If you notice that someone’s idea was dismissed prematurely or someone else tried to spin it as their own, you can call that out. By doing so you will distinguish yourself as someone who is not only attentive but who sticks up for their coworkers.
It is important to remember that most of the time interrupting or moving to a new idea is not done with malice—but that doesn’t make the behavior any less harmful. This year I encourage us all to pay more attention to behavior in group settings. Be mindful of ways to stop ourselves when we want to talk over someone else and to stop others when we notice them doing the same. With just those simple changes, I believe we will see far more productive and collaborative meetings in 2022 and beyond.
