What Is Tokenism?

Tokenism is a term used in the study of minorities. It is defined as the practice of doing something just to avoid criticism and to give the appearance that people are being treated fairly. An example would be hiring a person from a minority group to project an image of inclusion and diversity.

Diversity and inclusion are important goals. If 2020 has taught us anything, it is that equality must be a priority for all of us. That the media, politics and the business world should be more diverse. Intentions are key when it comes to diversity efforts. Otherwise it is little more than symbolism and hypocrisy.

Tokenism denounces that sometimes they try to include someone in a group for the simple fact of sounding or looking diverse, but in reality they do not intend to be. This happens in politics, corporations, companies and in any area of ​​social life.

Tokenism: its use in the study of minority struggles

Tokenism is a term that describes, unfortunately, a common practice. It can manifest itself in many different ways, although perhaps the most repeated and evident is the false acceptance of minorities : a position of apparent acceptance that would not be adopted if the image of the person adopting it did not improve or even if it were not accompanied by some financial help.

Historically, psychological research has focused on the experiences of (white) women in the workplace. However, in recent years, racial minorities, people with disabilities have increasingly been the focus of research on the effects of tokenism.

The false diversity

Tokenism doesn’t really play in favor of diversity. In fact, the consequences can be significant on the victims. Let’s think that if someone realizes that they have been used to give a “good image” or a “feeling of equality”, they may feel deeply damaged on a personal and professional level.

It is very difficult to detect tokenism at first, as we usually trust the good intentions of companies. Unfortunately, reality does not always follow our expectations and it can happen that people are used as posters in a marketing campaign to gain prestige and money.

Imagine the situation where someone who is the only person of color in a completely white workplace or the only woman in a conference room full of men. If you have been hired in a place where inclusion progressively does not occur, you may experience loneliness and strangeness in your environment.

Psychological research suggests that tokenism occurs when members of the underrepresented group comprise less than 15% of the total environmental organizational context of which they are a part. When there is only one representative of a given group in an organizational setting, they are considered to have what is called “loner” status.

Tokenism and its effect on the individual and organizational level

Tokenism has both individual and organizational impacts. On an individual level, a person in the role of a token may feel stereotyped, marginalized, and depersonalized. Quality of life, mental and physical health, and potential for success in the organization may be compromised. This person may start to question your qualifications or abilities.

Burnout and stress can also be triggered by pressure placed on tokenized individuals to educate others about their identities, such as a transgender employee who is expected to lead sensitivity trainings.

For the organization, tokenism can negatively affect group spirit, increasing the turnover rates of people who belong to certain groups. It can deprive the organization of the wealth that comes from diversity. Tokenism itself is limiting and can be an obstacle for an organization to develop and compete in a diverse and global marketplace.

The organization can reduce tokenism by avoiding assumptions (stereotypes) associated with the minority group. Fighting stereotypes can include implementation of advocacy and education. They can ensure that underrepresented groups are beyond a symbolic level.

Beyond representation issues, true organizational change includes the issue of equity in pay, promotions, and leadership opportunities.

The role of psychologists

Psychologists have an ethical imperative to combat tokenism at the individual and organizational level. At the organizational level, psychologists can play the role of change agents and consultants. With knowledge of multicultural organizational development, they can help organizations make substantial changes such as:

• Motivate change based on both the benefits it brings and a comprehensive assessment of current and past discriminatory practices.
• Help organizations recognize that a single individual should not be expected to represent an entire population group.

Ultimately, developing innovative strategies that incorporate the ideas and beliefs of all group members will help ensure equality and a more inclusive environment for all those involved. Tokenism not only makes minorities feel bad, but society suffers in every possible way by not having real integration.