Exploring diversity in the project teams and how projects are affected

Abstract

Diversity in project teams is a notion that remains very broad and ill-defined, while literature indicates a mixture of positive and negative effects. The goal of this research is to better define diversity, its dimensions and effects, and the ways in which projects are affected by it. This investigation assists in the creation of a set of guidelines, which can be used to assess the current levels of diversity, and which also lead to suggestions that minimize the negative and maximize its positive influence. To accomplish this, the research question is formulated as follows: “How are projects affected by diversity in the project teams?” The design of the research is divided in three phases. Firstly, an extensive literature review revealed the dimensions that are considered and the effects that are generated. Secondly, the development of a questionnaire explored the view of diversity and its effects in practice. A statistical analysis discovered the statistically significant relationships and patterns. Finally, an evaluation process aimed to better explain the findings and provide some insights in how certain conditions are managed. The diversity dimensions’ matrix that was developed through the literature review assisted in the formation of the first, broad definition of diversity in literature. Through the statistical analysis, the number of dimensions was decreased by removing the ones that were considered either irrelative or not even present in the project teams. The investigation of the effects of diversity followed, along with their connection to the dimensions that mainly trigger them. As proved, effects are triggered by either the most present dimensions or by dimensions of special significance. Most of the effects recorded do have a positive influence on the atmosphere of the team and the performance of the project, by achieving for instance better team cohesion and coordination, cooperation, decision-making and creativity. As indicated in the findings, diversity should be further explored. The proposed guidelines can be used to recognize the levels of diversity in the project team and the effects that might be triggered. In this way, the ones that cause negative influence can be managed to boost the atmosphere of the project team and the project performance. The process followed could be repeated by applying some alterations that will assist in the deeper investigation of the variables. For example, the implementation of the guidelines in real projects would verify or reject the findings, leading to the creation of a more extensive guidelines or even a framework. Similar research can also be designed, by changing the way the effects are defined. Professionals could also start applying the guidelines, aiming to recognize the mechanism and control the triggered effects efficiently. Furthermore, the onboarding process followed by new employees and the team bonding are some aspects that should be handled carefully. Investing time and other resources related to these aspects should be among the priorities, since the influence on the team and project aspects is significant.