[c]

There are many aspects that can affect the diversity of the research team, resulting in different points of view, different working practices and even different research practices.

Team diversity may exist in the following areas:

• age
• gender
• personality traits
• culture
• disciplinary background
• research experience and background.
  

Whilst it may be a challenging prospect to have team members with so many potentially different views and needs on the project, if utilised effectively the range of experience and expertise can add an incredible richness to the project.

Consideration of the following points may help the research team leader to make the most of team diversity. Encourage members to:

• be ‘opinion-orientated’ (rather than opinionated): this enables members to introduce their ideas without the need to alter those of others
• solicit other members’ opinions and thoughts rather than assert their views on others: this leaves space for all opinions to be aired without one particular opinion holding more power than others
• be ‘equality-minded’: that means acknowledging the differences in the group, in this way communication will be much more effective
• seek diversity when working towards achieving project objectives, so that diversity becomes an advantage and enables many different options to be considered/ideas generated
• remain goal focused, in this way members are less likely to consider uniquenesses as a disadvantage, but rather an advantage in that there are more options to meet project objectives or resolve problems
• acknowledge members’ differences so that they are recognised and not ignored, as this could generate problems further into the project work.