Diversity, equity, inclusion…
These are not just words; these are the practices that can drive any business toward global success.
But if you don’t pay proper attention to these policies, then it’s easy to fall into the trap of workplace tokenism.
Now you’re gonna wonder—what is tokenism?
Is it a bad thing? How would you know if it existed in your workplace?
Let’s find out!
What is tokenism in recruitment?
Tokenism in the workplace occurs when a company makes a superficial effort to include a few people from minority groups just to appear diverse, without making any real changes in the office.
This may include recruiting people from underrepresented groups or promoting them even when they are unqualified for the job.
Such shallow efforts are all about looks and not an honest commitment.
It’s different from the actual DEI.
Why?
Because diversity is about having a mix of various people, and inclusion is about making sure these individuals are genuinely involved and appreciated.
Also read: Breaking gender bias: 7 steps for recruiters to build more inclusive workplaces
7 reasons why tokenism is harmful to your workplace
When seen at a glance, tokenism might seem the same as genuine diversity efforts.
So why are we saying you shouldn’t be employing it in your workplace?
Here are 7 reasons—
1. Lower employee morale and engagement
What do you think will happen when tokenized employees realize that they are not really valued for their contributions but rather for the diversity they represent?
They will get severely unmotivated.
This can disengage them from the work and reduce overall productivity.
In fact, if people in your workforce feel that they are being used as tokens, it might have adverse effects on their mental health and experience anxiety and emotional burnout.
2. Undermines trust and credibility
When your workforce sees that the diversity initiatives you have taken are merely for show, it will create a sense of distrust toward the management.
They will start questioning each and every decision you make.
And when the news of this form of discrimination at your firm reaches your customers, shareholders, and partners; they will perceive you as hypocritical and insincere.
This damage to your reputation will lead to strained market relationships and may even result in the loss of business and collaboration opportunities.
3. Suppresses innovation and creativity
A diverse workforce brings a broad spectrum of perspectives and opinions into the workplace leading to new innovations and creative thinking.
But if diversity efforts are superficial, they defeat their whole purpose.
If the employees feel that their ideas are not taken seriously, they will stop putting in the work to give imaginative solutions.
4. Increases legal and compliance risks
Tokenism is a form of inequality that can land you in some serious legal trouble.
If you fail to include an array of voices genuinely, you have to be ready to face discrimination lawsuits or complaints.
On top of that, regulatory bodies are increasingly monitoring diversity practices. If they spot superficial efforts, you may have to pay hefty fines, fight legal battles, and have a tarnished public image.
5. Damages organizational culture
Organizational culture in any business is built on trust, respect, and genuine inclusion.
Tokenism sabotages these principles by promoting superficiality.
If you leave your DEI initiatives unchecked, they may alienate minority employees and create a toxic work environment for everyone.
6. Creates misalignment with company values
Around 63% of companies nowadays focus on including DEI initiatives in their vision, mission, and values
But, the very existence of tokenism in the workplace highlights the difference between these stated values and actual practices.
This contrast can discourage employees who have joined the company because they believe in its values. When they observe the mismatch between words and actions, they might start to rethink their loyalty and commitment to the company.
7. Makes you lose a competitive advantage
To run a successful business, you have to offer a solution that resonates with people from various backgrounds.
But how can you do that if your workforce is filled with homogenous teams?
Your staff should be the reflection of the market you serve. That’s the only way you can know about the thinking patterns, behavior, and needs of those people.
You might also like: The power of diversity sourcing: Strategies for building an inclusive workforce this year
5 warning signs that tokenism exists in your workplace
Well, now that you know how harmful tokenism is, you wouldn’t want it in your office.
But what if it’s already there?
Check for these 5 signs in your workplace to identify this discrimination.
1. Minorities in visible but powerless roles
The first and most apparent sign of tokenism is when minority employees are placed in roles where they are highly visible but don’t have any real power or influence.
These positions are often symbolic, designed to give the impression of diversity without giving the authority to make meaningful changes.
By doing this, you are actually preventing marginalized employees from gaining the experience and skills needed for genuine leadership positions.
Also read: Gender diversity in leadership positions: How can executive recruiters take care of this?
2. Lack of diverse voices in decision-making
Go to an important meeting or strategic discussion at your office and see if you can spot an employee from the non-dominant community there. If not, well, then it’s clear that your workplace fosters tokenism.
There is no point in hiring minority employees if they are not being heard. They should have a seat at the table and be given the voice to speak freely about their concerns.
Teams with diverse backgrounds are more likely to consider a broad range of perspectives and make better, more informed decisions that benefit the entire organization and not just the majority.
3. High turnover rates among minority employees
Now, go over your retention statistics report and see how many people from underrepresented groups have left the company recently.
If you see high turnover rates, it might be something to worry about.
When these employees feel that they are being isolated, undervalued, or tokenized, they are likely to leave the organization.
Monitoring attrition rates and conducting exit interviews can help you get insights into what is driving them away.
4. Overemphasis on diversity in marketing materials
Just go over your company’s advertisements to check for this sign. See if it represents the reality of your office.
While publishing your business’s marketing material, it is important to showcase that you support and promote diversity in the workplace.
But, overemphasizing it without actual efforts within the organization is a red flag.
If your firm’s external image does not match the internal practices, you are misleading the customers and potential partners.
5. Disparity in opportunities and responsibilities
Another sign of tokenism you may wanna check is when minority employees have job titles that sound impressive but don’t have responsibilities that don’t match them.
This contrast often means they are not given the same opportunities for growth and advancement as their peers. They are not even offered the chance to learn and grow into leadership positions.
Also read: 8 crucial diversity recruiting metrics you need to be measuring
How to prevent tokenism? 5 strategies to adopt
Tokenism is not always intentional.
To ensure that you don’t unknowingly discriminate between your employees, apply these 5 strategies in your workplace.
1. Focus on value change over statistics
Statistics give us a quick overview of all the company data, but that’s all they can provide.
They don’t tell us about how the workforce is feeling or if there are any concerns that need to be answered. Focusing too much on these figures might help you achieve diversity quota but it won’t bring any positive change into your workplace.
You should rather focus on making genuine inclusion efforts to improve the office culture. This means developing policies and practices that support DEI in hiring, promotion, and everyday interactions.
2. Create a “choose your benefits” package
While designing benefits combinations, companies often try the “one package that suits them all” approach. This leads to ignorance towards the needs of the minority.
If you genuinely want to give fair treatment to everyone, you can try being more flexible in offering work perks.
This may include floating holidays for cultural celebrations, more recreational leaves, parental leaves to parents of newborns and newly adopted kids, personalized medical care policies, education assistance, and many more.
Allowing employees to choose their own incentives shows that you value them as a person and not just as representatives of a particular group.
3. Do not tokenize your photographs
The pictures in your marketing material and company profile should be a reflection of your actual workforce.
That’s why you should use your real staff in the photographs that showcase their actual proportion in the workplace.
Avoid staging minority employees in the images just for the sake of appearance.
You may also like: Digital marketing for recruiters: Take a look at these 5 innovative ideas
4. Develop transparent promotion processes
Sometimes, minority staff members may feel like an imposter when they are promoted to leadership positions.
They, along with other employees, might question their abilities and qualifications.
A precise and transparent promotion cycle based on merit can help clear those doubts.
These processes and criteria should be properly communicated.
This way, you can be rest assured that all personnel are being given equal opportunities, regardless of their background. It also strengthens trust and shows that you value everyone’s contributions equally.
5. Follow inclusive hiring practices
Being hired is the first step in a candidate’s journey with you. That’s why you have to avoid tokenism from the very beginning.
Instead of hiring people only from a certain underrepresented group, create job descriptions that will organically attract applicants from various backgrounds.
To eliminate bias in DEI interviews, use a diverse panel and assessment tests that test their skills to evaluate them.
Try using niche job boards and advertising your jobs at places that will attract qualified candidates irrespective of their situations.
Regularly train your team about unconscious bias in recruiting and strategies to avoid it.
Read more: How to eliminate unconscious bias when hiring remotely?
Bye-bye tokenism, welcome inclusion!
Now that you have learned everything about tokenism, you know how to avoid it.
Here are some more quick tips you can follow to create a super-inclusive workplace—
- Keep conducting workshops and training sessions regularly to raise awareness about unconscious biases and ways to mitigate them.
- Establish employee resource groups (ERGs) to give voice to underrepresented groups within the organization.
- Encourage clear communication between the workforce and management, allowing employees to share their experiences and suggestions.
- Ensure that team supervisors are leading by example. Hold them accountable for diversity and inclusion goals within their unit.
- Conduct anonymous surveys, create focus groups, and install suggestion boxes to gather everyone’s feedback and act on it.
Also read: 10+ diversity recruiting strategies you need to implement right away
Frequently asked questions
1. How can employees address tokenism if they experience it?
Employees can address tokenism by initiating candid conversations with their managers or HR. Sharing specific instances when they felt tokenized might be more helpful.
They can also seek support from ERGs or mentors to navigate these challenges.
Plus, employees can also participate in company forums or diversity committees to voice their concerns and contribute to policy changes.
2. What role does leadership play in preventing tokenism?
A leader sets the tone for the whole team. They are responsible for creating an inclusive and welcoming atmosphere in their crew.
It can be done by creating an environment where all voices are valued and giving opportunities for meaningful participation and advancement for minority employees.
They should also provide resources and training to educate staff on the importance of diversity in the workplace.
3. What are the long-term career impacts on employees who are hired as tokens?
Employees hired as tokens often face stunted career growth, limited networking opportunities, and long-term job dissatisfaction.
They may struggle with imposter syndrome and feel isolated, restricting their professional development.
In fact, these employees may become disengaged and less motivated to work, which can affect their performance and overall career trajectory.
4. How can you ensure that your diversity initiatives are perceived as genuine by both current employees and job candidates?
You can ensure that your initiatives are authentic by consistently aligning your actions with your diversity statements.
Involve your employees in DEI planning. Share the progress you have made and the challenges you faced with complete honesty and transparency.
Plus, you should regularly review and update your diversity strategies based on employee feedback and evolving best practices to ensure they remain relevant and effective.
