Interactive resources for incubators and accelerators
Interactive resources for incubators and accelerators
Interactive resources for incubators and accelerators

Team Composition

A team must have the right mix of skills, abilities, experience, and backgrounds in order to achieve an organisation’s vision, mission, and goals. Power in the form of decision making and leadership positions needs to be equally distributed amongst all genders within the organisation in order to achieve the greatest outcomes


    Your team lacks gender diversity or your team may be gender diverse, however, key decision-makers and leaders remain predominantly of one gender.


    A gender diverse team, where power is equally distributed between all gender groups.


    Example measurement indicators and collection methods can be found here.

Why it matters

Research has shown that diverse teams lead to improved organisational performance and financial success. Striving for a diverse team also sends a message to your employees, the entrepreneurs you support and the ecosystem in which you work – you can set an example.

Having a gender diverse team can increase your insight into the needs and motivations of the entrepreneurs you’re supporting, and inform the development of your programs in order to attract and cater to all genders. It is especially important for your leadership team to be gender diverse, so that bias can be reduced when key decisions are being made.


What is the gender makeup of our team? What is the gender makeup of our leadership team?

What percentage of our key decision-makers are women? What percentage of people in leadership positions are women?

Whose voices are heard in the decision-making process?


  • 1.

    Develop a Gender Diversity Policy for your organisation and make it public.

  • 2.

    Analyse your team’s composition, including the distribution of gender amongst key decision-makers, and take into account whose voices are being heard in the decision-making process. Based on this analysis, put strategies in place to achieve a gender-balanced team. These can include using quotas to mandate a gender diverse team or adapting your team recruitment process.

  • 3.

    Ensure monthly or quarterly reporting internally and externally looking at the gender makeup of the organisation in terms of staff numbers, gender makeup, and within those number of part-time vs full-time equivalents, and eventually salary distribution.