3 How might unconscious bias influence performance and reward practices in such teams and how would you set about countering this risk? According to the following practitioner piece, the research shows that culturally diverse teams outperform teams that are culturally homogeneous:

HRD (2018), ‘Do diverse teams perform better?’, Human Resources Director, January 15, https://www.hcamag.com/hr-news/do-diverse-teams-perform-better-245514.aspx Garbers and Konradt (2014) report that team pay for performance has a stronger effect in teams with gender-based heterogeneity. Further, Conroy and Gupta (2016: 49) note that the team that makes reward outcomes for team members interdependent ‘is effective at moving teams beyond at least surface-level differences’, presumably including those relating to occupation, gender, age, ethnicity, culture etc, since reward interdependence of this type promotes collective goal-striving.