What is the surface level diversity?

As an expert in the field of diversity and inclusion, I have spent considerable time studying the nuances of diversity in the workplace and society at large. One of the key concepts that often comes up in these discussions is surface level diversity. This is a term that refers to the more easily observable aspects of an individual's identity, which can be seen or heard without much effort. It's a critical component of diversity, but it's also important to recognize that it is just one piece of a much larger puzzle.

Surface level diversity encompasses a range of characteristics that are often immediately apparent. These include, but are not limited to:


1. Age: The generational differences that individuals belong to can influence their perspectives and experiences.

2. Gender: The biological and social constructs of gender can shape how people interact with the world.

3. Ethnicity/Race: The ethnic or racial background of an individual can significantly impact their cultural identity and experiences.

4. Culture: Cultural differences can be a result of nationality, heritage, or personal beliefs and practices.

5. Language: The languages people speak can be a gateway to understanding their cultural backgrounds and can influence communication styles.

6. Disability: The presence of a disability, whether visible or invisible, can affect how individuals navigate their environment and interact with others.

One of the challenges with surface level diversity is that it can be easily quantified and measured. This can lead to a focus on numbers and percentages, which, while important, do not tell the whole story. It's crucial to remember that diversity is not just about representation; it's about creating an environment where every individual feels valued and included.

Unfortunately, the ease with which surface level diversity can be observed also makes it susceptible to misuse. There is a risk that managers and recruiters might fall into the trap of making decisions based solely on these observable traits, which can lead to discrimination. This is why it's important to educate everyone in an organization about the value of diversity and the importance of looking beyond surface level characteristics.

To truly leverage the benefits of diversity, organizations must also focus on deep level diversity, which includes factors such as personality, values, beliefs, and experiences. These are less visible but can be just as influential in shaping an individual's perspective and contributions.

In conclusion, while surface level diversity is an important aspect of overall diversity, it is essential to approach it with a nuanced understanding. It should be seen as a starting point for deeper conversations about inclusion and the value of different perspectives, rather than as an end in itself.

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.Jan 19, 2010