It is disheartening to see how often women are interrupted and talked over in meetings or in the workplace in general. This reality is all too common and effectively stifles the voices and contributions of countless talented women and men. Whether it’s an overt interruption or a subtle, nonverbal dismissal, it can be incredibly challenging to navigate this dynamic in a professional setting. However, there are practical strategies we can use to address the issue and ensure our voices are heard. Read our practical guide below to learn how to handle interruptions in the workplace.

Phrases to handle interruptions or dismissals in the workplace:

Here are a few key phrases that can be employed in the face of interruptions or dismissals:

• “Excuse me, <Name>, I have not finished speaking.”
• “I appreciate your input, but I’d like to finish my thought first.”
• “Please let me finish before you respond. I know we all have views/opinions we want to share.”
• “Thank you, <Name>, if you let me continue, I am sure you will be able to add to what I am saying after my point has been made. “
• “Thanks, <Name>, I appreciate you want to share your opinion too, let me just finish my thought, and then you are welcome to go ahead”

Nonverbal strategies to handle interruptions or dismissals in the workplace:

In addition to these specific phrases, you can also use nonverbal strategies.

1. Physical Cue: try making direct eye contact, putting your ‘pointer’ finger or hand up, and continuing to speak in a measured tone. This can signal that you’re not backing down and are committed to sharing your thoughts.
2. Power of Pause: If someone interrupts you, pause and, as soon as appropriate, restate what you were saying in a slightly different way, or say something like, “As I was saying earlier, my point was…” which can help to re-establish your point and gain back control of the conversation.

“If you are still facing interruptions from a particular individual during meetings, consider having a private conversation with them after the meeting. Discuss their behavior and how it makes you feel. This conversation can help mitigate future interruptions as the other person may surprisingly be unaware of their behavior. If the issue persists, you may need to escalate the matter to a manager, trusted executive sponsor, or HR.”

Be an advocate for others:

As a manager or colleague, you can also support others by being an ally. For instance, if you see a colleague being interrupted during a meeting, you can use phrases such as:

• Sorry, <Name>, please continue with your thoughts.
• I know we all have our views/opinions we would like to share; however, I’d love to hear <Name>’s full idea/thought/opinion before we move on to anyone else.”

Set yourself up ‘right’ from the beginning:

If you expect interruptions based on past experience, some overall strategies to use from the outset of the meeting are:

1. Speak assertively and with conviction, using confident body language (such as maintaining eye contact and sitting up straight).
2. Speak up early and often. It’s important to establish your authority and presence in a meeting from the outset. Start speaking early in the conversation and look for opportunities to contribute throughout the discussion.
3. Lean into your expertise and knowledge. If you can position yourself as an expert on the topic being discussed, it can be more difficult for others to dismiss your input or insights. For instance… “in my research”, “in my professional experience as xx at xx, this approached worked well”, etc
4. Employ non-verbal cues: sometimes, a simple gesture like raising your hand or holding up one finger can be enough to indicate that you want to finish your thought.
5. Gain ally support before the meeting. If you can, speak with a trusted colleague who is also expected to be in the meeting, and ask if they can support you and act as an ally in the meeting, should it be necessary.

Set the Ground Rules:

As leaders and managers, it is our responsibility to establish the rules at the outset of the meeting. For example, we could state “Before we begin the meeting, I understand that we all have varying viewpoints on <topic>. To guarantee that everyone has the chance to express their opinions, let’s make sure we let each person finish their thoughts before we give our own input.”

As leaders, professionals, and business owners, it is our responsibility to create inclusive and collaborative workplace cultures that empower and elevate women’s voices, rather than marginalize them. By implementing practical strategies and advocating for change, we can work towards creating a workplace where everyone has an equal opportunity to contribute and succeed. Let’s strive towards creating a workplace culture that values diversity and fosters a sense of belonging for all.