I will be presenting a paper for discussion at this year’s Academy of Management conference on effects of organizational inclusion on conflict and organizational silence. Never been to a conference like this, so I hope I do ok. Hopefully I can publish the paper somewhere after revision and even more hopefully, that will put me in a better position for PhD programs.
If by strategies you mean something that can taken off the shelf and used in workshop settings, then no, unfortunately I'm not at that stage. If we're talking in terms of practice, then yes. Organizational silence (the type I'm referring to is acquiescent silence, NOT prosocial silence) is effectively a conflict avoidant move. Long story short: silence is reduced and inclusion is increased when group members can productively engage in conflict. This is supported and perpetuated by all levels of leadership as an active, ongoing process that must be achieved again and again. Yes, this is a result of my research, but this is somewhat preliminary as my sample size is limited. No link yet, though I'm happy to send you a copy of the paper I submitted!