1) Why is it important for an organization to have a clear definition of diversity?
Diversity has been defined differently due to an intense history of civil rights. Because of this, it is very important for everyone within an organization to have a common understanding to avoid potential conflict. Although many see diversity as simple as race and gender, this definition limits of deeper, complex understanding of how the differences in everyone, and the way that these differences can be beneficial for the entire workforce.

2) Distinguish between surface-level diversity and deep-level diversity. Why is it important to understand the difference between the two?
Surface-level diversity is defined as the “easily perceived differences that may trigger certain stereotypes.” Deep-level diversity refers to the “differences in values, personality and work preferences.” The differences matter because of the way they affect the members of the workforce. The demographic characteristics that we tend to first think of when thinking of “diversity” (things such as race, gender, age and ethnicity) affect the way people perceive others, especially when it comes to assumptions or stereotyping. Deep-level differences affect the way people communicate, react to their leaders, negotiate, view organizational work rewards, and their general behavior at work.

3) What are the major trends in the changing populations of the United States and the world?
Statistics from the 2010 U.S. Census only reinforce the truth that the United States (and the world) are becoming increasingly diverse. Not only is the total population of the United States increasing (projected to be at 438 million by the year 2050), but there increased diversity within racial/ethnic groups. In addition, another major change is that our population is aging (projections state that by 2050, one in every five people