5 Tips on How to Manage Diverse Teams

Aug 17, 2020 4 Min Read
Diverse hands joining together
Leaders Need To Know How To Understand and Engage With Diverse Teams Effectively

Despite welcomed advances in the workplace as more leaders embrace diversity, there are some who still believe that a diverse workplace creates unrest within an organisation.

It’s a valid concern. After all, it’s rooted in our psychology that it’s best to stick with people ‘just like us’. There’s good reason for humans being tribal: it quickly cements rapport and trust, and develops a sense of stability and security.

And yet, as humans evolved beyond tribal systems, we began to flourish at an exponential rate, benefiting from new and diverse knowledge, products, services, cultures and customs. As we developed new ways and stronger networks across larger numbers of people, life improved across the board, from life expectancy to trade and everything else in between.

To embrace diversity has, historically, led to countless benefits, but still there remains some hesitancy to promote and build a diverse community within some organisations. For those who welcome it, the advantages and clear and plentiful.

A diverse team lends its organisation a wealth of knowledge, different views, and experiences. It provides an edge when it comes to problem-solving and decision making, not to mention innovation and genuine thinking outside the box, since the chance of groupthink is likely to be less than a homogenous group.

Leaders who welcome diversity into their organisation are better placed to adapt to changes within their industry, maintaining a strong edge over less-flexible competitors. There’s also the reality that, as younger companies become more diverse by default, business leaders will appear more attractive to their customers if their organisation is perceived to reflect a similar degree of open-mindedness.

One question that remains on the lips of some leaders might be, “I’m all for diversity – but how can I best lead a diverse team?” It’s an important question, given that diversity presents some challenges. Also, inclusio highlights some of the benefits of having diversity in the workplace. People have different needs, outlooks, and perspectives. It’s crucial for any leader to know how to understand and engage with these effectively.

Let’s take a look at five steps that leaders can take to ensure they lead a team of diverse people who feel encouraged and motivated to work together for a shared purpose:

1. See the people, not the stereotypes

To begin with, it’s vital that leaders recognise that, while people may be grouped according to nationality, culture, ability and so on, no two people within a group are the same.

With that in mind, leaders need to be first and foremost be concerned with the needs of the individual and that happens through direct communication, rather than relying on general stereotypes of what a leader might believe their team members need.

2. Be flexible in your approach

Since people within the workforce will have different needs, it’s crucial that leaders pay attention to providing reasonable flexibility within the workplace. For example, employees with special needs might need to arrive to work a little later than normal, or leave earlier.

They might need to attend health-related appointments or take one or two additional breaks during working hours. By having reasonable flexibility within the organisation, leaders can demonstrate a proactive desire to supporting a diverse workforce.

3. Consider introducing sharing sessions

While it might sound gimmicky, having sharing sessions (maybe during lunch) can foster a deeper and more meaningful understanding between employees, and they can also provide leaders with a great deal of insight. What’s it like adjusting to a new culture or country?

What kind of challenges does someone with a particular disability face? How does a new mother juggle work responsibilities with family commitments? Sharing sessions can make people feel heard and respected, and provide valuable information on how they can be better supported by the organisation.

4. Recognise – and celebrate – differences between people

There’s often a misguided tendency to pretend that ‘we’re all the same’ – but nothing could be further from the truth. Everyone is different. Rather than striving to avoid the acknowledgement of differences in the workplace, they should be celebrated for the value that they bring to the organisation. Not only does it help to normalise diversity within the organisation, it also makes for a harmonious workforce.

5. Have an open mind and be inclusive

It’s common in any organisation for leaders to seek input from their closest colleagues or favoured people. This can backfire, since most people will tend to agree with whatever’s being suggested, or tell the leader what they want to hear.

By deliberately seeking different perspectives from a range of people, a leader can become privy to fresh perspectives and new ideas that they might never have come across. Having people around you who (appear to) think like you can be seductive to the ego, but the real gems are often found in the minds of those who think differently from us.
Read: How To Build Winning Teams

 

Share This

Alt
Sandy is a former Leaderonomics editor and is now a freelance writer based in Malaysia, and previously enjoyed 10 years as a journalist and broadcaster in the UK. As editor of www.leaderonomics.com, he has been fortunate to gain valuable insights into what makes us tick, which has deepened his interests in leadership, emotions, mindfulness, and human behaviour.

You May Also Like

hard times at work

Leading Through Low Morale: How to Stay Strong When Everything Feels Uncertain

By Karin Hurt and David Dye. You love your work. You’ve dedicated so many years to serving your people, the mission, and making a difference. But now, everything’s changed. How do you lead in these times of chaos and uncertainty when nothing makes sense?

Mar 14, 2025 4 Min Read

Alt

Football and Leadership: The Special One

What Happened To Mourinho? In the inaugural episode of football and leadership, Roshan Thiran revisits his article back in 2013 when Jose Mourinho was arguably one of the best football managers around. Fast forward to 2019, and he has been sacked from his last two managerial positions. What happened to Mourinho? Watch the corresponding video to Roshan’s article in 2013.

Mar 15, 2019 23 Min Podcast

Two people sharing a high 5 (engage)

Leadership Nuggets: Leaders Need to Engage & Drive Change

In this world, there is too much stress and anxiety in this world. Our role as leaders is to inspire people, engage them and drive change. That is the key to high performance. Join George Kolhrieser as he shares the secrets that leaders need to know

Apr 28, 2021 2 Min Video

Be a Leader's Digest Reader