diversity in teams on team functioning is due to the focus of most studies on a single characteristic. Age The ages of individual team members can have considerable effects on the success of a team. As tenure with an organization and age increase, so can performance. Older individuals may contribute more professional expertise, years of experience, and gathered knowledge. However, older team members also tend to be less willing to adapt to evolving work environments and are less likely to implement innovative strategies, preferring instead to stick to tried-and-true methods. Gender Gender is another important factor of demographic team composition. Men and women differ in their levels of conformity, preference of power distribution, and behavioral norms. In a dictator game setting, it has been found that groups are more generous and equalitarian when women are the majority. They also find that the most generous groups are those with two men and one woman. Another implication of this phenomenon is the positive relationship that exists between gender diversity in boardrooms and company performance. However, reverse causality is a pervasive problem in these studies, because companies that perform better are quite likely to be companies that also focus more on the gender diversity of their boards. Race Race is a third demographic factor of team composition and has gained additional salience due to the globalization and increasing diversity of the workforce. Within the literature on race and ethnic diversity, there also are some theories that focus on positive predictions or possible positive outcomes of racial/ethnic diversity. This comes from a “value in diversity” perspective which argues that diversity creates value and benefit for team outcomes. The general assumption that underlies these theories is that an increase in racial/ethnic diversity means that a work group will experience possible positive outcomes such as: increased information, enhanced problem solving ability, constructive conflict and debate, increased creativity, higher quality decisions, and increased understanding of different ethnicities/cultures. Another underlying assumption is that surface-level diversity such as race is indicative of deeper-level differences, such as cognitive processes/schemas, differential knowledge base, different sets of experiences, and different views of the world. Knowledge, skills, and abilities (KSAs) The team composition determines the array of knowledge, skills, and abilities within a team. The compositional distribution of team members on any social or psychological attribute that potentially leads to the perception that team members differ from one another, are typically driven by