Async by default
Dogma around agile and extreme programming principles and rules can come in the way of including diverse people. Let’s take a couple of examples.
The insistence on face-to-face communication being the “most efficient and effective method of conveying information”, makes it difficult for introverts and non-native English speakers to be on even footing with extroverts and those who speak English as a first language.
Asking people to be co-located can be exclusive of people who can’t come to a central workspace, because of their personal situation or their disabilities. In a remote setting, it promotes an overdose of real-time communication, which has its own pitfalls.
Workplace defaults aren’t always inclusive either. Research points to the unfair perception that extroverted individuals are better performers. Women leave jobs at an abnormal rate compared to men. Unsurprisingly, women find little representation in corporate boardrooms. 85% of people on the autism spectrum are unemployed, compared to 4.2% of the overall population. This, despite the fact that neurodiversity can be a competitive advantage.
Instead, make asynchronous work the default.
With written communication, everyone can have a voice. Delaying communication gives people with disabilities the time to use accessibility tools so they can take part in the conversation. Neurodiverse people don’t have to force themselves into uncomfortable situations, just to fit in. Since a remote-first philosophy underpins asynchronous work, people can work flexibly from a convenient location at a convenient time.