Agile organizational structures foster diversity

Diverse teams are not only a nice-to-have shiny accessory for companies but are also a must-have for innovation. According to a 2019 study by Gartner, 75% of organizations with diverse teams will exceed their financial targets during 2022, moreover, they are predicted to outperform their homogeneous competitors by 50%.

However, ‘diversity programs’ — labeled as the solution — frequently fail, since they solely aim to please the public and avoid lawsuits. Moreover, they might result in the opposite outcome than participating, as employees rebel against the authority.

Nevertheless, we are not here to criticize the present status quo without providing an alternative approach: Agile.

Implementing Agile has led to a rise from 3% to 6–7% in management diversity (White women, Black men and women, and Asian-American women) over a five-year period.

There are five main aspects that businesses need to consider in order to implement diversity and inclusivity. Agile can facilitate each one of them.

• Multigenerational workforces — Agile ways of working include the combined input of various job functions and levels, thus all are equally necessary members of the interdisciplinary team.
• Unconscious bias in the workplace — As employees are exposed to the diversity of agile teams, unconscious biases become apparent, and thus can be challenged and changed.
• Gender equality and female careers — Agile encourages a flexible working environment characterized by trust, comfort, and a high degree of autonomy. This approach enables employees to work from anywhere, in any employment form (eg.: part-time) as far as they meet agreed targets. Thus, women don’t have to choose between remaining in the workforce and caring for their families. They can maintain their skills, their roles, or even advance in their careers, as they can take on the role of tribe lead, product owner, or agile coach.
• Employee engagement — Agile creates a separate team from the core business, so everyone is fully dedicated to the project and it’s everyone’s priority. There is no pressure and less risk for the stable core business.
• Transparency — In Agile teams bureaucracy and politics are minimized, and working outputs are the optimum measure of progress and success, generating transparency.

Agile practices encourage collaborations between diverse groups that work toward a mutual goal. This approach decreases bias and overwrites negative stereotypes, therefore it results in more equitable hiring and promotion practices.