Want a more diverse team? 
It’s yours.
If you’re ready to make intentional choices and put in the effort, that is.

Homogeneous teams promise comfort.
Decisions come quickly.
Communication flows smoothly. 
But you’re not only sharing the same perspectives - you’re sharing the same blind spots.

Take this study where student groups solved a murder mystery.* Teams with an outsider from a different sorority/fraternity doubled their odds of cracking the case. At the same time, they rated the process as ‘less effective’ and felt ‘less confident’ in their solution.

Why this matters:

• Diverse teams spot risks and opportunities homogeneous groups overlook.
• But diversity isn’t comfortable. It’s hard work. 
• Try building consensus with someone who reacts to your mega data sheet with, ‘My gut says no.’
• Or mediating a debate between ‘Let’s move fast’ and ‘Let’s think deeper’.

That friction? That’s someone poking the elephant in the room.

When hiring or assembling teams, we tend to gravitate towards what’s familiar and comfortable. 

Ask yourself:
Are you overly focused on particular traits when hiring (like your own)?
Are you rewarding dissent, even when it’s you being challenged?
Are you ready to truly respect diverse thinking instead of downplaying differences for harmony’s sake?

Want a more diverse team?
It’s yours.
And it starts with you.

Share this with a leader who is passionate about making diversity work and follow us on LinkedIn for more  --> Skill Boxx

*Source: Diverse Teams Feel Less Comfortable — and That’s Why They Perform Better