Do you know anything about tokenism?

Tokenism is a problematic practice where inequalities are perpetuated and the illusion of diversity is created by incorporating individuals from marginalized groups into an organization without granting them real access and power. It gives the appearance of diversity but fails to address the underlying systemic inequalities.

To address tokenism in the workplace, it is essential to adopt more authentic and meaningful approaches to diversity and inclusion. Here are some key measures we can take:

1. Include team members from marginalized identities in decision-making processes. This provides them with the opportunity to influence and actively contribute to policy formulation and the implementation of significant changes within the organization.
2. Foster the growth and advancement of leadership roles for talent from marginalized identities. Empower them formally and provide support to drive structural changes within the organization.
3. Avoid summoning individuals from marginalized identities solely for diversity and inclusion-related activities.
4. Stop expecting individuals with marginalized identities to speak on behalf of an entire community. Recognize that each person has unique experiences and should not be considered exclusive representatives of an identity.
5. Prioritize the well-being of all individuals in the organization, especially those belonging to marginalized groups. This entails providing continuous support and resources, not just during designated identity celebration months or in response to specific events.
6. Regularly review the organization’s policies and practices to identify and address inequalities as they are identified. This involves examining aspects such as compensation, performance evaluations, development opportunities, and promotions to ensure they are equitable and free from biases.