This study deals with team composition as a determinant of team processes and team performance.Concerning the current state of research in the field of Diversity Management and based on fault line theory, the study investigated the effects of fault line strengths and type formed by academic culture and gender on student team performance. Therefore, a quasi-experimental field study was conducted with n=20 teams consisting of n=108 business and engineering students, classified by diversity structure, strengths and type of fault line. The results reveal that groups with two-dimensional fault lines had a weaker performance than teams with one-dimensional or no-fault line. Furthermore, mixed-gender teams from one academic culture have outperformed gender-homogenous teams of different academic culture. No differences could be found regarding team processes.Fault lines can be seen as an influencing factor of team performance. Also academic culture diversity can have a stronger influence on team performance than gender diversity in terms of socially categorized subgroups.