A diverse development team brings together people with different backgrounds, identities, expertise, and perspectives. For a lead developer, diversity matters both when hiring and when helping colleagues work together. Different viewpoints can improve products and services for a wider audience, but representation alone does not guarantee that people will be heard. section 1.1 section 11.3.2
Look beyond the first hiring pool
One lead developer hired three white women and one white man for a first team, then recognized that unconscious bias had narrowed the result. Asking the recruiter for a wider talent pool, including people from different demographics, would have been a better step. The lesson is to examine who gets considered, not just who gets hired. section 1.1
Make varied experience useful in everyday work:
- Notice biases, including gender bias, ableism, cultural bias, and racism. Stay open to expertise from developers and nondevelopers alike. section 1.3.2
- Invite advice that challenges your own ideas. Discuss disagreements openly and consider whether communication styles differ across cultures. section 11.3.2
- Recognize colleagues’ contributions and communicate honestly. Strong working relationships make difficult conversations easier. section 1.3.2
Aim for a team whose members are represented, respected, and able to contribute their expertise. Hiring more broadly is a start; listening well is continuing work. section 1.1 section 11.3.2
