“Diversity” is a central buzzword in business and labour-related vocabulary, functioning as either a mark of distinction or open flank of today’s employers. Many people believe it is sufficient to hire a small number of currently under-represented groups such as women in classic “male” professions, older employees in young teams (or the reverse, of course). The initially uncomfortable situation makes everybody reflect on and abandon their prejudice, leading to a burst of creativity and productivity in the now “diverse” team. But is this way of bringing diversity to the workplace a recipe for success?