The value of (team) diversity

Reading time: 4 minutes

I’ve been thinking lately about whether it’s a good idea to write about diversity. It is a subject near and dear to my heart, but when I see how it is discussed, I am always afraid to speak out on it. If there is a debate about this topic, it is mostly the tone that I dislike. There is often a lot of emotion involved, and the response is fraught, almost evangelical, from both progressive and conservative perspectives. While this diminishes the significance of the topic of diversity.

I’d like to break free from emotion and state unequivocally what the true value of diversity is. I imagine that the subject is complex for many people, and that the actual added value is lacking.

I would like to put it as if I can convince a somewhat critical (perhaps slightly intoxicated) family member of the added value of diversity during a busy family dinner. That means no long arguments or frameworks, just short sentences and simple examples. In other words, how do I persuade people of the importance of diversity in (Scrum) teams?

What is diversity

Diversity in teams and the workplace can refer to a variety of different types of diversity, including but not limited to:

  • The representation of different racial and ethnic groups;
  • A balance of people ofvarious genders;
  • The representation of various age groups in the workplace;
  • Thought diversity, background, experiences, education, and perspectives;
  • The representation of people of various sexual orientations;
  • The representation of people with various religious beliefs and practices;
  • The representation of people with different abilities, including physical and mental abilities;

These are some of the most commonly recognized forms of workplace diversity. However, depending on the context, industry, and company culture, the definition of diversity can vary.

The value of diversity

A team’s diversity is an important factor that should not be overlooked. A diverse team provides numerous benefits to both the team and the organization as a whole.

Team diversity

To begin with, diversity leads to better decision-making. When a team is diverse, more ideas, perspectives, and points of view are discussed, resulting in more thorough and well-rounded decisions. This is critical for Scrum teams because they are in charge of creating and delivering valuable products to customers. A diverse team is better suited to understanding and meeting the needs of a diverse customer base.

Second, diversity fosters greater creativity and innovation. When people from various backgrounds and perspectives come together, they bring fresh and original ideas to the table. This results in more diverse and innovative solutions, which are critical for remaining competitive in today’s fast-paced, ever-changing business environment.

Third, diversity leads to better team dynamics and communication. A diverse team consists of people with various communication styles and cultural backgrounds. This results in a more harmonious team environment and a better understanding and acceptance of different communication styles.

Furthermore, diversity promotes better problem-solving abilities and more effective conflict resolution. Working with people from various backgrounds teaches team members how to navigate and overcome cultural and personal differences. This results in improved problem-solving abilities and more effective conflict resolution.

Finally, diversity increases employee satisfaction and retention. A diverse team fosters a more inclusive and accepting work environment, which boosts employee satisfaction and retention. This is significant for businesses because it results in a more stable and productive workforce, which leads to increased productivity and profitability.

Recruiting for diversity

Diversity recruiting can assist organizations in reaping the benefits of a diverse workforce. Organizations can take the following steps to recruit for diversity:

  • Establish a diversity and inclusion strategy
    • Organizations should have a clear plan in place for how they intend to approach workplace diversity and inclusion, including their recruitment process.
  • Evaluate current recruitment practices
    • Organizations should evaluate their current hiring practices to identify any biases or barriers that may be preventing diverse candidates from applying.
  • Reach out to diverse communities
    • Organizations can build relationships and expand their pool of potential candidates by partnering with local community organizations and attending events that cater to diverse communities.
  • Offer employee referral programs
    • Employee referral programs can help increase the diversity of new hires by referring people who are similar to them.
  • Diversify the interview panel
    • To help eliminate potential biases in the interview process, organizations should strive for a diverse panel of interviewers.
  • Train hiring managers and recruiters
    • Hiring managers and recruiters should be trained on how to recognize and overcome biases during the recruitment process.


In conclusion, diversity within (Scrum) teams is an important consideration that should not be overlooked. It provides numerous advantages to the team and the organization as a whole, including improved decision-making, increased creativity and innovation, improved team dynamics and communication, improved problem-solving and conflict resolution skills, and increased employee satisfaction and retention. Organizations should actively work to build diverse teams and foster an inclusive workplace. While it can be a complicated topic, the actual added value of diversity within a Scrum Team is undeniable, and organizations must recognize and prioritize it.


Leave a comment