Team culture, conflict communication, resilience—what does this have to do with diversity?

What does “diversity” mean to you? Many people only think of a handful of topics: gender equality, people with disabilities, race, perhaps sexual orientation. This is also reflected in discussions about diversity in the workplace, which usually focus on quotas, certain types of accessibility, and skills shortages. In other words: How can I attract more diverse employees to my company? It is often forgotten that diversity is not just about putting together the most diverse team possible, but also about ensuring that everyone can work well together. That's why today we're sharing three more diversity myths – and what you can do about them.

Diversity myth no. 1: Our team isn’t diverse

German antidiscrimination law lists six protected categories on the basis of which no one may be discriminated against in the workplace: gender, race and ethnic origin, disability, religion or worldview, age, and sexual identity. And admittedly, many companies are not very diverse in most of these aspects - which can and must change. But diversity can be so much more. 

Think of everything that can have a decisive impact on your life: 

• Your social background

• Your marital status

• Your mental health

• Your education

• And much more

Now take a look around your team or company. It's quite likely that you are all very different in at least one way or another. 

What does that mean? Start with those who are there. There are many good reasons to make a team more diverse, but that doesn't happen overnight – and in the meantime, it's important not to lose sight of the rest of the team. Discuss what different experiences and needs you have (and what conflicts may arise from them). Consciously consider what all team members need in order to work well together. You'll be surprised how diverse even a team that appears very homogeneous on the outside can be!

Diversity myth no. 2: Team culture has nothing to do with diversity

This brings us to the next myth: team culture is often thought of as separate from diversity. While DEI is sometimes ridiculed or demonized, most managers understand that a company cannot function in the long term without good teamwork. And good teamwork only works with an awareness of diversity. Why? Because challenges in collaboration arise primarily from different ways of thinking, different needs and experiences.

A few examples: 

• Maybe in your company, team meetings always take place at 9 a.m. For some, this is perfect because they still feel fresh and able to think clearly. For others, it's much too early, and they can't reach their full potential, or only with great effort. Still others may already be mentally awake, but can't concentrate well on the meeting if they haven't finished getting through their inbox. The result: only part of the team is attentive and productive, and in the worst case, tensions arise.

• For Aylin, it is an important and natural part of team culture to engage in personal conversation throughout the day. Lara needs longer periods of quiet to concentrate on her work. If this is not addressed, Aylin feels rejected and Lara feels annoyed – simply because different needs are not taken into account.

• Older colleagues feel left out when it comes to topics such as language or social issues. Younger colleagues feel they are not being taken seriously. The team subtly splits into opposing groups and starts treating each other with mistrust.

Age is an underestimated part of diversity - and it often shows in team culture

At this point, it doesn't matter whether the differences are based on different personalities, life circumstances, neurodiversity, cultural differences, or something else entirely, because they all have one thing in common: diverse needs are not taken into account or addressed effectively, and tensions are inevitable. And that is a question of diversity and inclusion—just like the gender pay gap or showing the rainbow flag at Pride.

How can you counteract this effect? It's actually quite simple: by using constructive and diversity-sensitive feedback to discuss your needs with your colleagues—and to figure out how you want to work together. Not sure how to do that? Take a look at our articles on feedback for diversity and feedback methods.

Diversity myth no. 3: Diversity polarizes and fuels conflicts

Speaking of the rainbow flag: Companies are still (or once again?) resisting greater diversity because they worry that it could lead to conflicts. What if the new, more diverse colleagues demand things that the company cannot or does not want to provide? What if the old colleagues don't understand the point of inclusion measures? What if conservative customers call for a boycott?

All of that can happen, yes. But that's no reason for less diversity—it's a reason for a better team culture. Because if teams can't deal with differences, if needs aren't openly expressed and honestly discussed, and if companies don't reflect honest values in their dealings with customers, then they won't be particularly resilient in the long run. 

That means:

• Marginalized colleagues express wishes or report discrimination? That's good! They feel safe enough to speak up—and in doing so, they give you the opportunity to identify weaknesses and areas for improvement and strengthen your collaboration in the long term.

• Colleagues don't understand the purpose of inclusion measures? That's your cue that something is wrong with your communication. Perhaps more transparency is needed about why a measure is being implemented and what advantages it offers. Perhaps more contact between employees is needed. Or – and this is also possible – there really are such fundamental ideological differences that you’ll have to ask yourselves whether you are still a good fit. As painful as it is, this is also a learning moment.

• Customers boycotting? The same applies here: What values is the company built on? Is it in line with these values to give in to a boycott against diversity and inclusion? Who do you want as customers—and who don't you want? Remember that diversity not only deters some customer groups—it also makes you more attractive to others. Reflecting on your own values and bringing them to life makes a difference, to your employees and to your customers.

Team culture and diversity go hand in hand

As you can see, team culture and everything that goes with it cannot function without an awareness of diversity. And conversely, diversity only works if the team culture supports it. Because it's all well and good to bring diverse people into the company – but if they are not included in everyday working life or are even discriminated against, they won't stay long.

If you're not sure how to make your team more diverse and resilient in these uncertain times, feel free to contact us. We'll accompany you on your team journey with consulting, workshops, and supervision.