One of my strongest motivations for wanting to join ThoughtWorks was the opportunity to work with diverse teams where there is no “norm” - only exceptional people from all walks of life. I wanted to be part of a culture where teams could openly share both successes and failures without judgment, where we could fail fast and succeed together.
The Philosophy of Surrounding Yourself with Excellence
“In order to be successful, you must surround yourself with successful people.”
For me, success isn’t just about becoming a world-class developer. It’s about holistic growth - becoming a world-class father, husband, and human being. Technical excellence without personal growth creates incomplete professionals.
“When you were born, you cried while the world rejoiced. Live your life so that when you die, you rejoice while the world cries.” - Robin Sharma
This quote challenges us to live meaningfully - to contribute value that outlasts our presence.
Breaking Free from Expected Molds
I’ve always been drawn to breaking stereotypes, though I recognize that in my younger years, I often conformed to others’ expectations rather than defining myself. This pattern is particularly damaging in underrepresented communities - when we fit the molds others create for us, we limit not only ourselves but also the possibilities for those who follow.
The turning point: I discovered the power of exceeding expectations. When I sensed that an instructor or colleague didn’t believe I belonged or would succeed, it became fuel to prove that I could not only survive but excel.
This mindset shift transforms obstacles into opportunities and converts doubt into determination.
Learning from Unconscious Bias
Martin Fowler’s honest reflection on his own unconscious bias provides a powerful example of how even well-intentioned people can harbor prejudicial assumptions:
“I like to think of myself as without a prejudicial bone in my body, but when I do I remember this story. I was visiting a branch of a large multinational in South Carolina. A black man, somewhat shabbily dressed, slouched into the meeting room. My mind immediately classified him as a cleaner. Within a few seconds he introduced himself as the Vice President of technology. Although nobody knew of my pre-conscious blunder, I’ve often pondered since why I made it… I can’t escape a sure feeling that I wouldn’t have made this classification if he was white.”
Read Fowler’s complete post on diversity - it’s essential reading for anyone in tech.
The Courage of Admitting Failure
Fowler’s willingness to share this uncomfortable moment publicly demonstrates something crucial: admitting our failures and biases is how we learn from them. This kind of honest self-reflection is rare but essential for personal and organizational growth.
Why this matters in tech:
- We all have unconscious biases
- Acknowledging them is the first step to overcoming them
- Creating psychologically safe environments requires leaders who model vulnerability
- Diverse teams perform better when bias is addressed openly
Building Truly Inclusive Teams
True diversity goes beyond demographics - it’s about creating environments where:
Different perspectives are valued: People from various backgrounds bring unique problem-solving approaches Failure is treated as learning: Teams that can fail fast and recover quickly innovate more effectively Authenticity is encouraged: People perform best when they can be their genuine selves Expectations are challenged: When we consistently exceed what others expect, we expand possibilities for everyone
The Professional Impact
Working in truly diverse environments has taught me:
1. Better Problem Solving
Different backgrounds lead to different approaches. Homogeneous teams often converge on similar solutions, while diverse teams explore a broader solution space.
2. Increased Innovation
When people feel safe to express unconventional ideas, breakthrough thinking becomes possible. Diversity of thought drives innovation.
3. Stronger Communication Skills
Working with people from different cultures and backgrounds forces you to become a clearer, more empathetic communicator.
4. Enhanced Leadership
Leading diverse teams requires understanding different motivations, communication styles, and cultural contexts.
The Ongoing Journey
Years later, I recognize that this blog itself was part of that journey - documenting growth, sharing struggles, and building authentic professional relationships. Writing honestly about our experiences, including our mistakes and biases, creates space for others to do the same.
The ongoing challenge: How do we create tech environments where everyone can exceed expectations, regardless of what those expectations might have been initially?
Practical Steps for Inclusive Teams
For individuals:
- Examine your own unconscious biases through honest self-reflection
- Actively seek out diverse perspectives and experiences
- Speak up when you witness exclusionary behavior
- Share your own authentic experiences and challenges
For teams:
- Create psychological safety for open discussion of failures and biases
- Establish clear consequences for exclusionary behavior
- Measure and track diversity in hiring, promotion, and leadership
- Build inclusive practices into daily workflows and decision-making
For organizations:
- Move beyond surface-level diversity metrics to measure inclusion
- Provide bias training that goes beyond awareness to behavioral change
- Create mentorship and sponsorship programs for underrepresented groups
- Ensure diverse representation in leadership and decision-making roles
The Long View
True diversity transforms organizations from collections of similar people to communities of complementary strengths. When we create environments where everyone can exceed expectations - regardless of what those expectations were - we unlock human potential at scale.
The goal isn’t just to have diverse teams; it’s to have teams where diversity drives excellence, innovation, and authentic human connection.