Diversity Analysis Business, Law and Ethical practices are the main motivation behinds any organization’s desire to develop an efficient diversity program. Failure to have a good diversity program in the organization is likely to lead to expensive consequences such as discrimination suits. Organizational culture analysis happens so that the organization is able to initiate and implement diversity training programs and organization values related to diversity awareness (Kinicki & Kreitner, 2009). The Four Layer Model of Diversity In managing diversity, organizational managers need to be aware of the different levels within the organization that diversity occurs. Individuals collectively make up the organization. Therefore, the individual’s personality forms the core of the diversity model. In the personality layer, analysis concerns the likes and dislikes of the individual, their values and beliefs as shaped by their upbringing and the societies in which they grew up and live in. Different cultural backgrounds lead to the formation of different characteristics of individuals and hence their diversity. As the core of the diversity layer, personality influences other layers in the model. The second inner most layer, internal dimension, consists of aspects that the individual has no direct control of, however subsequent actions can lead to an effective change in one of the aspects in the internal dimension. Internal dimension has ethnicity, physical ability, sexual orientation, gender, age and race, which form key divisions among people. The aspects classified in the internal dimension are attributes that form the first perception of a person as viewed by others before notice is taken of their other attributes. After the internal dimension is the external dimension where an individual has a given control over the aspects attributed to this layer. This layer forms the base for key career decisions and work preferences and as such it greatly influences the choice of friendship and work. Aspects of this layer are predictive of the outcomes of the individual preferences in hiring, promotions and engagement in other business practices. The outermost layer of the diversity model is the organizational dimension, which presents an organizational view as shaped by the external dimension of the model. As individuals interact they form the culture of the organization. In this layer, opportunities for development and promotion within the organization occur in this layer. An individual personality is formed by the internal dimensions while the organization’s personality is shaped by the external dimension and the organizational dimension. The figure below represents the four layer model (Amelio, n.d.). Figure 1: four level diversity model (Amelio, n.d.) Procedures of Analyzing Diversity The task of analyzing organizational diversity may seem easy because it involves using sample participants to assess the compatibility of the organization with diversity standards. However, determining the extent to which the diversity of the company reaches beyond skin-deep is more important. To analyze this extent, an organization accesses the participation of ‘down-line’ employees in their respective team communication. When the assessment indicates that the down-line employees are not providing an i