Team diversity research has established that diversity has the potential to stimulate synergetic performance outcomes through information integration processes, but also has the potential to invite interpersonal tensions that disrupt the very information integration process that can give more diverse teams an advantage over more homogeneous teams. A focus on the role of team leadership in stimulating information integration processes and preempting interpersonal tensions is obvious and important, but surprisingly underdeveloped conceptually and empirically. In this article, we integrate insights from two complementary perspectives on leadership and diversity—inclusive leadership and leadership for diversity mindsets—to advance a more integrative perspective on how team leadership can stimulate both inclusion and synergy from diversity.

团队多样性研究已经确定，多样性具有通过信息集成过程刺激协同绩效结果的潜力，但也有可能引起人际关系紧张，从而破坏信息集成过程，从而使更多多样化的团队比同类团队更具优势。关注团队领导在刺激信息集成过程和防止人际关系紧张方面的作用是显而易见且重要的，但令人惊讶的是，它在概念和经验上均未得到充分发展。在本文中，我们将从领导力和多样性的两个互补视角（包容性领导力和多样性思维方式的领导力）中整合见解，以提出关于团队领导力如何激发多样性的包容性和协同作用的更综合性的观点。