Final answer:
Surface-level diversity, which includes characteristics such as ethnicity and gender, can co-exist with deep-level diversity in an organization. It is reflected in demographics and has effects on team dynamics and organizational culture. Despite challenges, research shows that diverse teams can lead to better performance, and effective diversity management is essential.
Step-by-step explanation:
The true statement regarding surface-level diversity is that it can co-exist with deep-level diversity within an organization. Surface-level diversity is often immediately apparent and includes characteristics such as age, ethnicity, gender, and physical abilities, while deep-level diversity includes attributes that are uncovered through interaction, such as values, beliefs, and personality. Although surface-level diversity is mostly reflected in demographics, it has implications for organizational culture and team dynamics.
Diverse teams can bring innovative solutions and drive growth, and effective diversity management can bridge cultural differences, but it cannot completely eliminate all aspects of surface-level diversity.
Organizations often make hiring decisions based on a candidate's fit within the company culture, but this can result in homogeneous teams that stifle innovation. Research, such as that conducted by Hoogendoorn, Oosterbeek, & van Praag (2013), has shown that gender-balanced teams tend to perform better. However, societal norms and discriminatory attitudes among managers, workers, and customers, as explained by Gary Becker, can perpetuate discrimination and affect company morale and profitability, highlighting the complexity of diversity in the workplace.