Tokenism
Tokenism is a concept referring to the practice where individuals from minority groups, such as racial or ethnic minorities and women, are included in roles typically held by members of dominant groups, particularly white men. This practice often arises in various environments, including educational institutions, government agencies, and corporate settings. In these contexts, tokenism can create a façade of diversity and inclusion, while not fundamentally altering the existing power dynamics. Individuals who are considered "tokens" may experience increased visibility and pressure to perform, often feeling isolated due to their unique status within the group. Additionally, they frequently face barriers to advancement, as access to essential networking opportunities is limited. This dynamic can lead to high turnover rates and burnout, as the expectations placed on these individuals can be overwhelming. Understanding tokenism is crucial for recognizing how superficial measures of diversity can perpetuate systemic inequalities rather than eliminate them.
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Tokenism
Tokenism is a form of discrimination whereby minorities (such as members of racial and ethnic groups and women) fill roles usually reserved for dominant group members, especially white men. Tokenism can occur in all sorts of settings, including schools, government agencies, and private industry.
In bureaucratic and/or corporate settings, where pressure toward conformity is strong, the inclusion of a small number of “different” individuals is a common practice. Faced with legal and social pressures, tokenism in these settings gives the illusion that white male employers are addressing the issue of discrimination without really challenging the existing balance of power.
Tokenism can have myriad effects on people who fill these roles, including high visibility, increased pressure to perform, and loneliness resulting from their status as outsiders. Tokens also have difficulty advancing because they are often barred from access to the formal and informal networking that is essential for movement up the hierarchy. Studies involving African Americans in corporations have found that token blacks are often placed in staff positions where they either have little power or are restricted to servicing other minorities. Restricted opportunities often lead to high turnover, and pressures to overachieve may result in burnout.
Bibliography
Clay, Zettler. "Tokenism and Black America." Clutch. Sutton New Media, 2014. Web. 22 Apr. 2015.
Pesek, William. "The Trouble with Tokenism." Bloomberg View. Bloomberg, 20 Oct. 2014. Web. 22 Apr. 2015.
Shankar, Shalini. "Our Racially Diverse Present (and Future) Deserves Better than Tokenism." Guardian. Guardian News and Media, 29 Dec. 2014. Web. 22 Apr. 2015.
Yoder, Janice D. "Rethinking Tokenism: Looking Beyond Numbers." Gender & Society 5.2 (1991): 178–92. Print.
Zimmer, Lynn. "Tokenism and Women in the Workplace: The Limits of Gender-Neutral Theory." Social Problems 35.1 (1988): 64–77. Print.