The Impact of Tokenism within the Organisation
We've discussed a variety of diverse and inclusion-related topics, and today we'll discuss tokenism in the workplace, which is also a diversity and inclusion-related topic.
Let us begin by defining tokenism. Tokenism, according to Webster, is "the practise of doing something (such as hiring a member of a minority group) just to prevent criticism and give the impression that individuals are treated fairly."
Knox emphasised the importance of intent in determining whether a company is engaging in tokenism. If a group just has one candidate from an underrepresented minority, it could be tokenism, or the company could be just getting started with its diversity efforts. Perhaps the company genuinely wants to improve employee diversity, but previous initiatives have fallen short.
Whatever the reason, the long-term presence of tokenism within the organisation may cause the same harm as bias, harassment, or discrimination. As a result, various tactics can help the organisation eliminate the tokenism impact in order to limit this risk.
Let us begin by emphasising It is the business and personal responsibility of management to make staff and customers from diverse backgrounds feel welcome and safe. It is also the responsibility of the company to ensure that it is addressing and investing in diversity, research, and expanding the network of assistance in this area. If employees make mistakes in this area, the company must accept additional responsibility and, if necessary, address them with sensitivity and care. Seek advice in this area and receive additional training in addressing diversity and inclusion in the workplace rather than making it a checkbox item because it has been popular for a while.