Define surface-level diversity and deep level diversity. Explain how surface-level similarity can lead to unfair discrimination. Substantiate your answer with the help of a scenario. Workforce diversity are the ways in which people in an organization are different from and similar to one another. Surface-level diversity can be defined as easily perceived differences that may trigger certain stereotypes, but do not necessarily reflect the ways people think or feel. Surface-level diversity includes traits that are highly visible to us and those around us, such as race, gender, and age. Deep-level diversity are the differences in values, personality, and work preferences. Researchers believe that people pay attention to surface diversity because they are assumed to be related to deep-level diversity, which includes values, beliefs, and attitudes. We want to interact with those who share our values and attitudes, but when we meet people for the first time, we have no way of knowing whether they share similar values. As a result, we tend to use surface-level diversity to make judgments about deep-level diversity. Research shows that surface-level traits affect our interactions with other people early in our acquaintance with them, but as we get to know people, the influence of surface-level traits is replaced by deep-level traits such as similarity in values and attitudes. Age, race, and gender dissimilarity are also stronger predictors of employee turnover during the first few weeks or months within a company. It seems that people who are different from others may feel isolated during their early tenure when they are dissimilar to the rest of the team, but these effects tend to disappear as people stay longer and get to know other employees. Surface-level
-Personality and Values:
Young-old, language, gender
Way of thinking
Introverted vs. extroverted
Risk taker, Assertiveness
Discrimination is bias or prejudice resulting in denial of opportunity, or unfair treatment regarding selection, promotion, or transfer. Discrimination is practiced commonly on the grounds of age, disability, ethnicity, origin, political belief, race, religion, sex, and factors which are irrelevant to a person's competence or suitability. Unfair discrimination in employment settings occurs when employers differentiate among people on the basis of job irrelevant factors such as race, religion, gender, age, national or ethnic of origin, physical handicap or mental status instead of job related factors. It is important to study employment discrimination because hiring individuals on non-job related factors reduces organizational productivity. People unfairly discriminate based on prejudice and stereotypes they hold. Since surface-level diversity is noticeable differences. Its similarity can lead to unfair discrimination. As a team leader for collection team in TNT Courier Service, Nora believes that she is responsible to ensure that all her team members are treated equally. Nora’s collection team is comprises of 4 peoples, Dila, Azie, Samad and Daniel. All four of them graduated from Taylor’s College and began their careers with GDEX Express Sdn. Bhd. Nora had a chance to review Azies’s performance record a few months ago. She noticed that Azie had maintained a good performance record with a consistent number of achievements. As a team leader, Nora has to recommend the bonus pay out of her team member’s to her manager based on their performance report. She assumes that since Dila, Azie, Samad and Daniel have such similar educational and professional backgrounds, they are bound to have similar productivity standards. She recommend all four of them the same bonus without analyzing the individual performances and assuming they performed equally well. Nora’s behavior in this scenario can be characterized as unfair discrimination. A person who...
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