The differentiation between surface-level diversity and deep-level diversity is of particular interest to me, as I had not previously heard of the two terms as ways of describing types of diversity. Surface-level diversity, things such as age, skin color, weight, and height, is defined as “the characteristics that we can notice about each other that distinguish us.” (The Pennsylvania State University, 2017). This type of diversity is most heavily discussed and the general public is, arguably, more aware of surface-level diversity as an actual type of diversity.
Deep-level diversity, which includes differences in values, religious beliefs and attitudes, is more specific to how a person behaves. It is defined as, “differences that a person has acquired through learning.” (The Pennsylvania State University, 2017). As the name allots, this type of diversity is on a more cerebral level and can be influenced by our surface-level diversity experiences. Deep-level diversity tends to be harder to change but can be altered if new information is learned. (The Pennsylvania State University, 2017).
This actually took me to an interesting place as my mind began wandering into surface-level diversity that is easily observed when comparing the appearance of thin and overweight people; the stigmas that can surround being overweight and how those stigmas can affect deep-level diversity. This article from The Guardian (2010) highlights many of those stigmas: https://www.theguardian.com/lifeandstyle/2010/apr/18/obesity-nutrition-weight-diversity .
As an example of surface-level diversity experiences influencing deep-level diversity, let’s say a mother has a childhood where her appearance and being overweight was constantly being harped on by her parents, kids at school and teachers (surface-level diversity, she was singled-out for being overweight). This experience deeply hurt her and influenced the way she raises her child. Thirty years later, the mother’s child grows up in a household where her mother is constantly making her conscious of her figure or that the implications of eating too many chips/burgers/candy etc. will result in her becoming overweight and lamenting about how undesirable being overweight is. The surface-level diversity experienced by the mother in her childhood has created deep-set attitudes and beliefs towards overweight people and there is a high likelihood that deep-level diversity will be instilled and reflect in her daughter’s attitudes and ways of thinking towards overweight people and potentially herself if she were to become overweight.
I would imagine that not only can surface-level diversity experiences influence deep-level diversity but that the cycle can bounce back and deep-level diversity experiences can also influence surface-level diversity. As this article from Romper (2016) notes, attitudes towards overweight people and therefore deep-level diversity influences begin at home: https://www.romper.com/p/7-ways-to-raise-a-child-that-doesnt-fat-shame-because-body-positivity-starts-at-home-3566 . Oftentimes a person does not have to experience differences firsthand in order to develop opinions or attitudes about those differences, they can be learned.
What do you think? Does the influence only flow in one direction with surface-level diversity experiences influencing deep-level diversity…or can deep-level diversity experiences also influence surface-level diversity?
References:
Carpenter, L. (2010, April 17). Why “weight diversity” activists are standing up for the right to be fat. Retrieved from https://www.theguardian.com/lifeandstyle/2010/apr/18/obesity-nutrition-weight-diversity
De La Cretaz, B. (2016, January 6). 7 Ways To Raise A Child That Doesn’t Fat Shame, Because Body-Positivity Starts At Home. Retrieved from https://www.romper.com/p/7-ways-to-raise-a-child-that-doesnt-fat-shame-because-body-positivity-starts-at-home-3566
The Pennsylvania State University. (2017, January). Deep- Versus Surface-Level Diversity. Retrieved from https://psu.instructure.com/courses/1826457/modules/items/21654094
Surface-level diversity and deep-level diversity conversations intrigue me quite a bit because as an African-American man I have always had to be someone different in American society than at home. In society, I am straight-laced and at home I enjoy spending time with my family and fraternity brothers eating, joking, and laughing. The term I allude to is identified as code switching and defined as ‘the practice of alternating between two or more languages or varieties of language in conversation’ (Dictionary, 2017). This practice at times has become so disturbing because although it is necessary to survive in America, it is a stressful experience. For me the purpose of code switching is to fit in with society. The historical experience of African-Americans in America is one of the worst human violations in history (Takaki, 1993) and so although the same trauma of the 1400s or even the 20th century does not exist as it did, there are clear indicators that there is disproportional treatment of African-Americans that still persist in this country. For instance, Hacker (1992) noted that there are inequities in education, income gap, employment opportunities, and criminal profiling.
Despite the fact that I love America and would prefer people to see me as simply a hard working man who loves his family and community, many see me as only a black man. I am reminded of what it means to be a black man in America when I witness black men being disproportionally incarcerated, herded into special education, and jobs; instead of careers. Ergo, the nexus of surface level and deep level diversity mesh. To survive in this world, one must adapt to their circumstances.
Reference
Dictionary. (2017) Definition of code switching. Retrieved: http://www.dictionary.com/browse/code-switching
Hacker, A. (1992). Two nations: Black, and white, separate, hostile, unequal. New York, NY: Macmillan Publishing.
Takaki, R. (1993). A different mirror: A history of multicultural America. New York, NY: Bay
Back Books.
I came across an interesting article related to your topic that with a hypothesis of “time will neutralize or make less important the effects of surface level divert in groups and it will enhance or make more important the effects of deep level diversity” (Harrison, Price, Gavin & Florey; pg. 98). They also “proposed that stronger team reward contingencies stimulate collaboration. As time passes, increasing collaboration weakens the effects of surface-level (demographic) diversity on team outcomes but strengthens those of deep-level (psychological) diversity. Also, perceived diversity transmits the impact of actual diversity on team social integration, which in turn affects task performance” (Harrison, Price, Gavin & Florey; pg 96)
Another interesting aspect to this material you purpose is when these two collide. “Heterogeneity at the surface level can be defined as differences among group members in overt, biological, characteristics that are typically reflected in physical features” (Harrison, Price, Gavin & Florey; pg. 97), like those you mention: in your post. Whereas “Heterogeneity at the deep level includes differences among attitudes, beliefs and values” (Harrison, Price, Gavin & Florey; pg. 98). How then, as you say, do these impact one another and leave sometime long last impacts? With the increase of the use of teams and group project work in the global organizations today, fixed with the increased diverse workforce we live in, research strongly suggests that we need to learn more about how diversity affects the functioning and performance of teams. Our abilities to recognize both surface and deep level diversity will be the key to our success. Having a team that can identify and effectively neutralize negative aspects to diversity will, in turn, help with dealing with conflict in and out of the team.
References:
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (1998). Time, Teams, and Task Performance: Changing Effects of Surface- and Deep-Level Diversity on Group Functioning. Academy of Management Journal,41(1), 96-107. Retrieved January 29, 2017, from http://phd.meghan-smith.com/wp-content/uploads/2015/09/harrisonbeyondrelational.pdf