I believe that It’s about recognizing that each individual brings unique strengths & perspectives. Diversity in required soft skills and the maturity to grasp complex business aspects plays a pivotal impact in achieving collective success. With flexibility in mind acknowledging that learning curves exist and that progress takes time. Just like in an orchestra, success emerges when everyone is qualified to play their part, yet each musician contributes their unique instrument to create harmony. It’s not about uniformity, but about cohesion. To ensure fairness, a balanced approach is critical, supported by training programs, empowerment and understanding each one’s energy and continuous feedback loop

I am current working in a diverse team with varied background, and, coming from a different culture and language, I believe the important goal for a manager is focus on creating an inclusive environment, providing regular feedback and support. Sometimes, patience is the key. Is important to be aware that some comment, behaviour, action, that might be natural for you, can be a challenge for someone from a different cultural background.

Managing a diverse team isn’t just about setting some standards - it’s about understanding people. In diplomacy, I’ve worked with professionals from different cultures, mindsets, and ways of getting things done. What works? Context. Empathy. Flexibility. Clear expectations matter, but so does recognizing how people work best. A rigid approach often backfires but when people feel heard and valued, accountability comes naturally. The best teams I’ve seen weren’t built on uniformity but on trust and adaptability.

To uphold fair performance standards, first focus on clear, measurable goals tailored to each role, ensuring alignment with overall objectives. Transparent communication is key — define expectations, provide regular feedback, and encourage dialogue. Always consider cultural and individual differences, fostering an inclusive environment where everyone feels valued. Objective metrics and competency-based assessments minimize bias, while calibration sessions ensure consistency. Recognizing unique strengths, balance fairness with flexibility, adapting support to help each member thrive. Continuous learning and an open-door policy reinforce accountability and equity.

Having a diverse team is awesome. Many backgrounds and perspectives will increase the quality of your product(s). However, the performance standards themselves are position and role based. They should be written agnostic to backgrounds or anything personal. If those standards cannot be met, you have to question whether you have people in the right roles.