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What is Tokenism

Chapter 3
Teaching Practices and Language Ideologies for Multilingual Classrooms
A pedagogical practice consisting of teaching only a few texts written by people from historically underrepresented cultures as a “symbolic” attempt to provide equality in education.
Published in Chapter:
Cultural Biases in Transitional Writing Courses and Their Effect on Hispanic Students in Texas
Nora K. Rivera (Chapman University, USA)
Copyright: © 2021 |Pages: 28
DOI: 10.4018/978-1-7998-3339-0.ch003
Abstract
High school students in the United States have the option of taking advanced placement (AP) courses designed to prepare them to take AP exams that will potentially give them the opportunity to receive college credits for first-year undergraduate courses. This chapter examines the cultural biases present in the AP English Language and Composition course and exam, which focus on skills and knowledges typically learned in a first-year composition course. With culturally relevant theory in mind, this work specifically draws attention to the effects of such cultural biases on Hispanic students in Texas, a state where the number of Hispanic students surpasses the number of students from any other cultural background.
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Chapter 17
University Diversity Challenge: BAME Students and Small Specialist Institutions
Is the practice of making only a perfunctory or symbolic effort to do a particular thing. Due to its negative connotations, it can actually be a barrier to enabling examples of voices of an under-represented group be heard.
Published in Chapter: University Diversity Challenge: BAME Students and Small Specialist Institutions; From: Handbook of Research on Practices for Advancing Diversity and Inclusion in Higher Education
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Chapter 4
The Racial Battle Fatigue of Black Graduate Women in the Academy
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Chapter 4
Five Critical Domains of Effective Leadership in Higher Education Administration
The idea or assumption that the goal of diversity is reached simply by hiring a few individuals to check a box or satisfy a requirement.
Published in Chapter: Five Critical Domains of Effective Leadership in Higher Education Administration; From: Leadership and Followership in an Organizational Change Context
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Chapter 11
End of Occupational Segregation in the Nursing Profession: What Has Changed for Female Nurses?
It is providing some rights to a minority group for show. Occupational sex segregation studies supported by feminist movements are highlighting this concept. But in nursing profession neither women nor men are token. Although men are few in nursing, they are not chosen for just to say that they exist, instead they are highly encouraged to choose the nursing profession because they are needed.
Published in Chapter: End of Occupational Segregation in the Nursing Profession: What Has Changed for Female Nurses?; From: Macro and Micro-Level Issues Surrounding Women in the Workforce: Emerging Research and Opportunities
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Chapter 5
Inclusive Leadership Framework to Promote a Climate for Participation: A Framework to Address Inclusiveness, Tokenism, Equity, and the Advancement of Female Entrepreneurs
Perfunctory or symbolic efforts recruiting a small number of people from under-represented groups to give the appearance of equality within a workforce the difference of one member of a group from most of the group. Tokenism can occur based on gender, race, or other characteristics (see Yoder et al. 1996 ).
Published in Chapter: Inclusive Leadership Framework to Promote a Climate for Participation: A Framework to Address Inclusiveness, Tokenism, Equity, and the Advancement of Female Entrepreneurs; From: Handbook of Research on Promoting an Inclusive Organizational Culture for Entrepreneurial Sustainability
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Chapter 1
Advancing Meaningful Inclusion in the Workplace: A Model for Avoiding Tokenism and Marginalization
Perfunctory or symbolic efforts recruiting a small number of people from under-represented groups to give the appearance of equality within a workforce the difference of one member of a group from most of the group. Tokenism can occur based on gender, race, or other characteristics. (see Yoder et al. 1996)
Published in Chapter: Advancing Meaningful Inclusion in the Workplace: A Model for Avoiding Tokenism and Marginalization; From: Role of Human Resources for Inclusive Leadership, Workplace Diversity, and Equity in Organizations
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Chapter 3
Developing a Children's Literature Course to Facilitate Pre-Service Teachers' Understanding of Culturally Relevant Texts
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Chapter 3
Piercing the Gender Prejudice in Corporate Boardroom: An Exploratory Study of the Approaches for Redressing the Glass Ceiling Phenomenon in Asia
Practice of making a superficial effort to include members of underrepresented groups in order to give the appearance of diversity and inclusivity, without genuinely addressing issues of discrimination or inequality.
Published in Chapter: Piercing the Gender Prejudice in Corporate Boardroom: An Exploratory Study of the Approaches for Redressing the Glass Ceiling Phenomenon in Asia; From: Cases on Uncovering Corporate Governance Challenges in Asian Markets
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Chapter 4
Overcoming Barriers
The making of a perfunctory or symbolic gesture that suggests commitment to a practice or standard, particularly by hiring or promoting a single member of a previously excluded group to demonstrate one’s benevolent intentions. For example, an all-White company may hire a token Black employee to give the appearance of organizational parity as opposed to actually eliminating racial inequality in the workplace. Tokenism depends on the prevailing norms, structures, and conceptualizations (e.g., of ideal ingroup and outgroup members) of the cultural context in which it is embedded (APA, 2020).
Published in Chapter: Overcoming Barriers; From: Hispanic Women/Latina Leaders Overcoming Barriers in Higher Education
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Chapter 7
Training in Diversity, Inclusion, and Equitable Mindfulness
The practice of making only symbolic gestures in order to give the appearance of equality.
Published in Chapter: Training in Diversity, Inclusion, and Equitable Mindfulness; From: The Experiences of Black Women Diversity Practitioners in Historically White Institutions
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Chapter 49
Women in Leadership: Barriers to Upward Social Mobility
A strategy employed to give the illusion of equality by making symbolic gestures such as hiring a small group of people from groups deemed as a minority.
Published in Chapter: Women in Leadership: Barriers to Upward Social Mobility; From: Encyclopedia of Strategic Leadership and Management
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Chapter 24
The Diversity Paradox
A perfunctory gesture toward the inclusion of minorities in a group or organization.
Published in Chapter: The Diversity Paradox; From: Encyclopedia of Organizational Knowledge, Administration, and Technology
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