Surface level diversity
Surface level diversity are those differences that are easily noticeable such as age, gender, ethnicity/race, culture, language, disability etc. Surface level diversity is easy to be measured and managers/recruiters can fall into the wrong practice of discrimination based on these factors. For example, thinking that performance degrades with age, they might prefer younger workforce. Surface level diversity is often difficult to change. For e.g. racial differences cannot be scaled down to zero. Deep level diversity
Deep level diversity on the other hand, are not easily noticeable and measurable since they are communicated through verbal and non-verbal behaviors. Examples are personal differences in attitudes, values, beliefs and personality. Deep level diversity usually starts with identifying surface level differences and when people gets to know each other, they starts noticing the deep level personal differences and tend to accept or dislike it. For e.g. a person belonging to a minority ethnic group may be treated differently by the others since his culture and language might be different. But as everyone interacts with him more, they seem to forget the surface level differences and then they begin to notice his differing values and beliefs and later on, his personality differences.
Individuals often initially judge others based on surface-level diversity. Over time, this effect tends to fade and is replaced by deep-level traits such as similarity in values and attitudes.
Discrimination means we allowing our behavior to be influenced by stereotypes about groups of people. Unfair discrimination is often very harmful to organizations and employees, such as reduced productivity, negative conflicts and increase turnover. There are various types of discriminations such as Discriminatory policies or practices, sexual harassment, Intimidation, mockery and insults, exclusion, incivility and many others....
Please join StudyMode to read the full document