Experts have a clear understanding of the potential advantages that diversity brings to teams and organizations.
APM acknowledges that diverse teams generally outperform homogeneous ones. This correlation is increasingly evident in the performance and financial outcomes of organizations.
Does this align with your personal experience?
In a previous section, you explored exceptional and high-performing teams. Based on your own observations, do you see a connection between diversity and performance? Do teams with greater diversity produce superior work? Additionally, what challenges arise when working in highly diverse teams?
We are genuinely interested in hearing about your experiences and thoughts regarding these questions in the discussion section.
One of the most challenges of working in a highly diverse team is slow decision making the team takes time to make up decisions and it slows down the speed of the progress being made
Form my understanding the challenges of working in a diverse team is definitely
In my opinion diverse team can work more efficiently if when well coordinated.
I don’t have a personal experience yet but believe working with diverse team is a game changers in sense everyone will bring their A game on board.
Olaleye Jumoke Blessing
Diverse teams thrive by combining unique skills, experiences, and perspectives, leading to enhanced creativity, innovation, and performance. With everyone working towards a common goal, they deliver exceptional results through collective effort and expertise
Chukwuma Favour Nmesoma
Cohort 27
Team 3
Yes, it aligns with my personal experience because I’ve observed that diverse teams tend to produce more creative, well-rounded, and innovative solutions compared to homogeneous teams. Each member brings unique perspectives, problem-solving approaches, and experiences, which often leads to better decision-making and performance. For example, when people from different backgrounds, skill sets, and ways of thinking collaborate, they can approach challenges from multiple angles, avoiding “groupthink” and uncovering opportunities that might be overlooked in a less diverse group.
However, I’ve also noticed that diversity brings certain challenges. Communication styles, cultural differences, and varying work habits can sometimes lead to misunderstandings, slower decision-making, or even conflicts if not managed well. These challenges require strong leadership, clear communication, and a culture of respect and inclusion to ensure that diversity becomes a strength rather than a barrier.
Overall, I believe teams with greater diversity can produce superior work, provided there is intentional effort to manage differences constructively and ensure every voice is heard. In my observation, the best-performing teams don’t just have diversity — they actively leverage it.
In my opinion, diversity team can cope well if managed properly. In my previous role, as a volunteer, I have worked with people from different cultural backgrounds. I have noticed that with diverse team you can view the problem with a different angle and I believe it fastens up problem solving. Diversity can be challenging as individuals asserts different opinion and people they are not familiar with each other but open discussuin and making sure that every one is heard and making them comfortable can convert the differences into strength there by removing the obstacles.
Diversity in Teams – My Experience
From what I’ve seen, diversity in a team can be a huge advantage—though it comes with its own set of challenges.
In my role as a Laboratory Assistant, I work alongside colleagues from different cultures, age groups, and scientific backgrounds. When we faced an ongoing issue with delays in test result processing, the range of perspectives really helped. One colleague suggested a new piece of lab scheduling software, another applied workflow tips they had learned in a research facility overseas, and someone else introduced sample-tracking methods from the pharmaceutical sector. By bringing these ideas together, we developed a new workflow that’s faster and more reliable than our old system.
I’ve learned that diverse teams often perform better because they bring multiple ways of thinking to the table. In a lab setting, unexpected challenges happen often—equipment failures, urgent requests, or unusual test results—and having team members with different problem-solving styles means we can usually find a solution quicker.
Of course, it’s not always straightforward. Communication styles vary, and what’s second nature to one person may be completely new to another. I’ve found that setting clear expectations early, encouraging questions, and creating a space where everyone feels comfortable speaking up makes collaboration much smoother.
For me, the link between diversity and performance is clear. The most effective lab teams I’ve been part of have been the most diverse—provided those differences are valued and actively used to improve the way we work.
working with a diverse team will brings out different skills, experiences, perspectives and ideas to the table which can lead to high creativity, innovation, performance through better decision-making and problem-solving within team.
A diverse team do better because everyone is devoted to achieve a good result. they focus and put in their best effort.
Diversity helps projects succeed because people with different experiences and ideas can think of more creative and effective ways to solve problems. It allows the team to look at challenges from many angles and find better solutions.
Diversity in Teams – My Experience
From what I’ve seen, diversity in teams can be a game changer, but it’s not without its bumps.
In my current role in patient admin, our team is a real mix — different cultures, ages, work backgrounds. When we were trying to fix a long-standing issue with appointment backlogs, we had people coming at the problem from totally different angles. One colleague pushed for a new bit of scheduling software, another suggested ideas they’d used in hospitality to manage peak demand, and someone else brought in process-mapping tools from a completely different industry. Somehow, we pulled all of that together into a new system that actually works better than what we had before.
I do think diverse teams can perform better because you get more options on the table. When something unexpected happens — and in healthcare, that’s most days — there’s usually someone who sees a solution the rest of us wouldn’t have thought of.
The flip side is, it’s not always smooth. Communication styles differ, and what seems obvious to one person might not be to another. You have to put in effort to really listen and make sure everyone’s on the same page. I’ve learned that setting clear expectations early and encouraging people to speak up without worrying about “stepping on toes” makes a huge difference.
So yes, from my side, there’s definitely a link between diversity and performance. The best teams I’ve worked in have been the most mixed, as long as the mix is actually valued and used.