Why Forming Diverse Teams Is Harder in Uncertain Times

Recent large-scale events like the Covid-19 pandemic, geopolitical conflicts, civil unrest, and economic instability have not only reshaped the global landscape but also left a lasting imprint on the workplace. One of the most profound effects has been a loss of personal agency among employees—a deep feeling of uncertainty and lack of control over their professional lives. And in this context, building and sustaining diverse teams becomes an even greater challenge.

The Impact of Uncertainty on Workplace Behavior

A Shift Toward Self-Preservation

When the world feels unpredictable, employees naturally begin to prioritize stability and safety. This can lead to more risk-averse behavior, hesitation in speaking up, and a tendency to gravitate toward familiarity in team structures and decision-making.

A Strained Sense of Belonging

Belonging thrives in environments of psychological safety. But in uncertain times, even the most well-intentioned organizations can struggle to maintain a culture of inclusion. Employees dealing with economic pressure, social tension, or political unrest may feel isolated, misunderstood, or overlooked.

The Erosion of Personal Agency

Personal agency refers to the ability to make choices, act intentionally, and influence outcomes. In volatile times, many workers feel like they’re simply reacting to external pressures rather than shaping their own work environments or career paths. This perceived powerlessness can lower engagement, reduce collaboration, and stall diversity efforts.

Why Diverse Team Formation Suffers in Uncertain Times

1. Leaders Retreat to “Safe” Decisions

In high-stakes environments, hiring managers and leaders often default to what feels familiar—hiring within known networks, favoring candidates who “fit” the existing culture, or avoiding bold choices that may invite scrutiny. This undermines diversity by reinforcing homogeneity and overlooking the value of diverse perspectives.

2. Inclusion Takes a Backseat to Efficiency

Under pressure to meet deadlines or pivot quickly, teams may unintentionally deprioritize inclusive practices such as equitable hiring, listening circles, and mentorship programs. Diversity initiatives become sidelined in favor of speed, leading to long-term cultural erosion.

3. Marginalized Employees Face Heightened Stress

Employees from underrepresented groups often carry additional emotional and psychological burdens during times of crisis. They may feel less safe speaking up, more likely to be impacted by societal injustices, or more vulnerable to microaggressions and bias in the workplace.

How to Rebuild Agency and Foster Diversity in Uncertain Times

Normalize Open Dialogue

Create structured spaces where employees can express fears, frustrations, and ideas. When people feel heard, their sense of control begins to return—and with it, a willingness to participate in team growth and transformation.

Practice Inclusive Leadership

Train managers to recognize their biases, check in regularly with diverse team members, and focus on equity in delegation, recognition, and support. Inclusive leadership is about intentional effort, especially when the environment is unstable.

Anchor Decisions in Core Values

When uncertainty shakes up operations, values become the foundation for decision-making. Use organizational values like equity, compassion, and innovation as a filter for hiring, collaboration, and communication.

Share Power

Reinforce employee agency by giving teams more ownership over projects, schedules, and processes. Shared decision-making helps people feel invested, which supports stronger, more diverse teams.

Rethink Resilience as a Collective Practice

Rather than placing the burden of “resilience” on individuals—especially those already marginalized—create systems and structures that promote collective well-being. This includes mental health resources, inclusive policies, and safe feedback channels.

Conclusion

In uncertain times, the instinct to narrow our focus and minimize risk is understandable—but it also threatens progress on diversity, inclusion, and equity. To form diverse teams, organizations must not only commit to representation but also build a culture where all employees feel empowered to lead, contribute, and thrive. Rebuilding agency in the workplace isn’t just good for morale—it’s essential for resilience and innovation in the face of the unknown.

FAQs

How does uncertainty affect team diversity?

Uncertainty can cause decision-makers to default to safe, familiar choices, making it harder to prioritize diverse hiring and inclusive practices.

What is personal agency, and why does it matter at work?

Personal agency is the belief that you can make meaningful choices and impact your environment. When employees feel they lack agency, it often leads to disengagement and low morale.

How can leaders support diversity during crises?

Leaders can support diversity by maintaining inclusive hiring practices, listening to underrepresented voices, anchoring decisions in core values, and sharing power within teams.

Is it normal for employees to feel disconnected in uncertain times?

Yes. External stressors can create a sense of instability that affects workplace engagement, collaboration, and mental health. Recognizing and addressing these feelings is key.

What role does psychological safety play in diverse teams?

Psychological safety allows team members to speak up, share ideas, and challenge norms without fear. It is the foundation of trust and inclusion—especially important in volatile times.