women at the meeting

How can I Make Agile Processes More Inclusive and Equitable?

Hey there, Disruptors! Today, we’re diving into a topic that’s not just about Agile as a project management methodology but about how we can make it more inclusive and equitable. Agile, with its emphasis on collaboration, adaptability, and customer focus, is a powerful tool. However, to truly harness its potential, we must ensure that it works for everyone, regardless of their background or abilities. 

The creators of the Agile methodology and authors of The Agile Manifesto are white and male presenting. This raises considerations in how diversity, equity, inclusion, and belonging (DEIB) principles were included while creating this methodology. While the demographic makeup doesn’t inherently imply that Agile was meant to uphold systemic racism or intend harm to historically marginalized communities, it does underscore the potential for unconscious biases and limited perspectives in the development and application of Agile practices.

This lack of diversity among the creators and current implementors of Agile can have tangible implications for historically marginalized communities, including individuals with disabilities or those who are neurodiverse. It may lead to a limited understanding of the unique challenges and needs faced by these groups, excluding them from Agile practices. Moreover, unconscious biases shaped by cultural and societal backgrounds can influence how Agile methodologies are designed and executed, thereby perpetuating inequities or overlooking the needs of marginalized communities.

Inclusivity considerations also extend to the language and practices initially employed in Agile, which may not have been intentionally inclusive or considerate of diversity. Specific terminology or practices might alienate individuals from historically marginalized backgrounds. Additionally, the lack of representation and accessibility in the tech industry, where Agile is widely utilized, poses a significant barrier to inclusivity within Agile teams and the products they develop. This disparity can result in Agile teams prioritizing features and functionalities that align with the experiences of dominant groups, neglecting the needs and perspectives of historically marginalized communities.

In light of these considerations, it becomes increasingly crucial to actively address diversity, equity, inclusion, and belonging within Agile teams and organizations, thereby mitigating potential biases and ensuring that Agile practices are adaptable, inclusive, and considerate of the diverse range of users and team members they serve.

Let’s explore some practical steps to make Agile processes more inclusive and equitable, addressing the unique challenges faced by historically marginalized communities, including those who are disabled or neurodiverse.

First off, let’s acknowledge that Agile itself is not inherently biased. It’s a framework, a set of principles and practices. However, like any tool, it is influenced by the culture, values, and biases of the people using it. That’s where inclusivity and equity comes into play.

  • Build Diverse Teams: Mix It Up
    • Start by building teams that reflect the rich tapestry of humanity. Bring together people from different backgrounds, genders, ethnicities, and experiences. Why? Because diverse teams spark innovation and creativity.
  • Leadership Matters: Lead with Inclusion
    • Your leaders set the tone. Encourage them to lead by example and create a safe space for team members to share their thoughts and ideas. Inclusive leadership is the key to an inclusive culture.
  • Clear Communication: Let Everyone Speak
    • Agile thrives on communication. Ensure that everyone gets a chance to speak during meetings. Use round-robin speaking or anonymous idea-sharing to create equity opportunities for sharing.
  • Accessibility: Equal Access for All
    • Make sure every team member has what they need to shine. That means providing accessible technology, accommodating disabilities, and addressing barriers.
  • Education and Training: Knowledge is Power
    • Educate your team about diversity, equity, and inclusion (DEI) topics. Awareness is the first step towards creating an inclusive culture.
  • Words Matter: Watch Your Language
    • Be mindful of the language you use. Avoid jargon or idioms that may exclude others. Keep it clear and concise to ensure everyone is on the same page.
  • Inclusive User Stories: Think Broadly
    • When crafting user stories and requirements, think about the diverse needs of your users. Ensure your product or service is accessible to a wide range of people.
  • Feedback is Gold: Listen and Act
    • Create feedback loops where team members can voice concerns about inclusivity or equity. Use this feedback to drive positive change.
  • Mentorship and Sponsorship: Support Growth
    • Set up mentorship and sponsorship programs to help underrepresented team members grow in their careers. These programs can bridge gaps and create opportunities.
  • Share the Load: Equitable Workload
    • Ensure workloads are distributed fairly. Avoid overloading specific individuals or groups, leading to burnout and inequity.
  • Fair Hiring and Promotions: Level the Field
    • Review your hiring and promotion practices to eliminate bias and promote diversity. Consider using blind recruitment techniques and keep a diverse candidate pool.
  • Keep Improving: Agility in Action
    • Agile is all about adaptability. Encourage continuous improvement in the inclusivity and equity of your processes. Regularly assess and adjust based on feedback.
  • Reflect and Improve: Inclusive Retrospectives
    • During agile retrospectives, reflect on how inclusive and equitable the team has been. Discuss what can be improved and put those ideas into action.
  • Measure Progress: Inclusivity Metrics
    • Track diversity and inclusion metrics within your agile teams. This helps measure progress and pinpoint areas needing attention.
  • Hold Leaders Accountable: Walk the Talk
    • Leaders and managers must be accountable for promoting inclusivity and equity. Include DEI goals in their performance evaluations.


Making Agile more inclusive and equitable isn’t just about the framework; it’s about creating a culture that values everyone’s contributions and actively seeks diverse experience and thought.  Let’s embrace diversity, ensure equity, and foster inclusion and belonging. Agile has the potential to be a force for positive change when we actively work to make it work for everyone. Here’s to an Agile future where everyone has a seat at the table!