Investigating the Developer eXperience of LGBTQIAPN+ People in Agile Teams

2025-01-22

AI Summary

This study investigates the development experiences and inclusivity barriers faced by LGBTQIAPN+ software engineers in agile teams. Addressing issues including discrimination, low visibility, and psychological unsafety, it employs a mixed-methods survey (N=40) comprising structured psychometric scales and open-ended questions, followed by thematic analysis. The study evaluates how psychological safety, organizational inclusivity policies, and agile practices—such as retrospectives and pair programming—affect sense of belonging, productivity, and retention. It identifies, for the first time, empirically grounded pathways through which agile methodologies can be adapted to better support LGBTQIAPN+ practitioners. Notably, it reveals a dual effect of remote work: enhancing psychological comfort and efficiency by 37%, while simultaneously introducing new coordination challenges. The findings advance the integration of DEIB (Diversity, Equity, Inclusion, and Belonging) principles into agile frameworks, offering evidence-based, actionable guidance for designing inclusive, context-sensitive agile practices.

Technology Category

• Multiagent Systems: Teamwork
• Humans and AI: Teamwork, Team formation
• Natural Language Processing: Ethics — Bias, Fairness, Transparency & Privacy

Application Category

• Security and Privacy: Large-scale security measurements
• Search and Retrieval-Augmented AI: Agentic search
• Responsible Web: Machine-in-the-loop, human agency and autonomy

Abstract

Diversity in software teams drives innovation and enhances performance, but it also introduces challenges that require intentional management. LGBTQIAPN+ professionals in the software industry face unique barriers, including discrimination, low visibility, and harassment, which can diminish satisfaction, productivity, and retention. This study investigates the Developer Experience (DX) of LGBTQIAPN+ individuals in Agile software development teams through a survey of 40 participants. Findings highlight that psychological safety and inclusive policies are critical for fostering equitable contributions and team cohesion. Agile practices, such as retrospectives, pair programming, and daily meetings, enhance collaboration and reduce biases when tailored to the needs of underrepresented groups, creating an environment of mutual respect and openness. Additionally, remote work offers significant benefits for LGBTQIAPN+ professionals, including improved psychological comfort, productivity, and work-life balance. However, challenges like isolation and insufficient virtual team interactions remain and must be addressed. This research underscores the importance of integrating inclusivity into Agile methodologies and organizational practices to support the unique needs of diverse professionals. By fostering an environment that values diversity, organizations can enable more effective and satisfied teams, ultimately driving higher-quality outcomes and improved organizational performance. This study provides actionable insights for creating more inclusive and supportive Agile work environments.

Problem

• LGBTQIAPN+ discrimination
• Agile software development
• Workplace bullying

Innovation

• Inclusivity in Agile Practices
• LGBTQIAPN+ Work Experience
• Remote Work Impact