Ever since the release of Google’s Project Aristotle, we’ve known that diverse, psychologically safe teams perform best. But we haven’t always known precisely why or across which fields, and I’ve appreciated watching that evidence base grow.
So I was fascinated by a radio interview last week, featuring new Canadian medical research that demonstrates that patients have measurably better outcomes when the surgical team in their operating room comprises at least 35% women.
The findings are attributed to two factors:
- Diversity on a team allows for a wider range of creative solutions to be brought to a challenge.
- That “diversity bonus” is far more likely to be leveraged when the minority group feels sufficiently safe to speak up. That safety comes from not being alone. 35% is the ‘safe enough’ number.
The lead researcher indicated that having roughly one third of others on your team share your identity gives you the courage to contribute your perspective more freely, and that courage helps everyone accomplish their shared goal more effectively. It’s a pattern visible across multiple disciplines.
Gender diversity (and diversity across other intersectional identities) is therefore not only a question of moral and social justice—it leads to better outcomes. But not if it comes through tokenism.
It’s compelling evidence.
In search of wiser decisions faster? Significantly diversify your team.