We try to effectively free ourselves up to be creative, to think about what might be possible, to come up with truly innovative ways to enact our values-driven positions.

I believed that we would all come to better decisions and we would create more humane and ultimately more livable and more sustainably productive workplaces if we knew how to speak to each other about difficult issues and if we were more able to listen to and learn from diverse points of view.

We try to effectively free ourselves up to be creative, to think about what might be possible, to come up with truly innovative ways to enact our values-driven positions.

Throughout history we have seen the tyranny of the powerful over the less powerful - think of the history of colonialism or of slavery - and the tragic mistakes made when important information was not "heard" or valued.

Communicating and celebrating the times when individuals have made values-based decisions is, of course, empowering and can provide role models. But perhaps more importantly, it removes the sense of futility that often prevents employees from speaking up.

The whole endeavor becomes less about a constraint on action and rather about helping us to be more of who we would actually like to be, at our best and if we felt it were possible. Rather than positioning effort as being about "thou shalt not," it becomes all about "can do!"

Interestingly, many of the organizational characteristics that have been identified as conducive to effectively managing diversity and as conducive to fostering innovation and creativity in the workplace are also important for enabling employees to voice their values.