Tokenism is “the practice of doing something (such as hiring a person who belongs to a minority group) only to prevent criticism and give the appearance that people are being treated fairly.”
One clear sign of tokenism is when an organization has only one member of a certain demographic represented in a group. This not only gives the impression of doing the bare minimum to appear diverse but also places an unfair burden on that individual to represent an entire demographic.
The Rise of Tokenism in DEI Efforts
Following the police killings in the spring of 2020 and the movements that followed, there was a surge in diversity, equity, and inclusion (DEI) initiatives across industries. However, alongside genuine efforts, there was also an increase in tokenism – where organizations made superficial changes to avoid public scrutiny rather than committing to meaningful inclusion. In many cases, tokenism isn’t always intentional; it often stems from a lack of awareness or understanding.
How to Combat Tokenism in Your Organization
Here are some key strategies to combat tokenism in your organization:
Avoid Type-Casting
Tokenism often shows up in marketing when employees from underrepresented backgrounds are placed front and center in campaigns simply to showcase diversity. This can create a misleading picture of the company’s actual inclusivity and reduce employees to symbols rather than valued individuals. Instead of type-casting for the sake of optics, ensure that promotional and communication materials genuinely reflect the diversity within your organization in a thoughtful and natural way.
Don’t Assign Spokespeople
Hiring a handful of employees from marginalized groups and expecting them to speak on behalf of their entire demographic is unfair and isolating. No single person should bear the responsibility of educating others or advocating for systemic change alone. Instead, gather feedback from a diverse range of voices and ensure that inclusion efforts are shared across leadership and teams.
Provide Meaningful Support
Tokenism is not just dehumanizing – it’s isolating. Employees from underrepresented backgrounds need support structures to thrive. Employee Resource Groups (ERGs), mentorship programs, connections with cultural organizations, and clear access to leadership for addressing concerns can all help create an environment where employees feel valued and heard.
Moving Toward Real Inclusion
Ultimately, the key to combatting tokenism is simple: Treat people as full, complex individuals – not just representatives of a demographic. Real inclusion means going beyond surface-level representation and ensuring that all employees are supported, valued, and empowered to succeed.
Want to make your workplace more inclusive? Our Diversity Calendar helps organizations plan, acknowledge, and celebrate cultural, religious, and identity-based events with authenticity.