Identifying role preferences for team members is crucial, as is understanding the requirements of each role. Do your best to fit each person into a role they want and fit. But, recognize that you are solving a complex puzzle--and what's most important in solving the for the whole problem, not just for each part. Be flexible and adaptive. In other words, you likely will need to make some hard decisions, e.g. assigning some people to roles they do not prefer or which they prefer but are not fully capable to perform. In these situations, I recommend asking the individuals for feedback about the assignment before finalizing your decision. Test the idea. Based on feedback, you can confirm or adjust the plan, and move forward.

Conduct skill assessments to understand individual strengths and areas of expertise. Talk with each one of them to discuss the role in the team with them.

Give the team members a say! Define the objectives then talk to your team members to see where they think they'd fit best. Be open to having a buddy system to let people gain experience in different areas. This benefits the team member who is taking on a stretch assignment, the mentor who is gaining leadership experience and ultimately the organization.

To ensure everyone gets the right role in a diverse team, its better to start by assessing each team member's strengths, skills, and experience. Match these to the project requirements, aligning roles with individuals' expertise and interests. Communicate openly with the team to understand their preferences and career goals. Foster collaboration by assigning complementary roles and ensuring diversity of thought. Finally, provide support and clear expectations, allowing for role adjustments as the project progresses.