The list of organizations addressing the business case for diversity, equity, and inclusion and taking steps towards DEI is growing. However, employees from underrepresented groups often raise a concern that the efforts result in tokenism and exclusion. Tokenism is the practice of making a superficial effort towards diversity and inclusion by including only one or a few individuals from underrepresented groups in an organization or team without a sincere commitment to promoting equity and inclusion.
Going beyond tokenism and symbolism requires updating traditional thinking, adapting ways of being, and seeing value differently. Too often, we limit our understanding of diversity to identity-based differences. When we do this, we overlook diversity’s true force: the unique and varied expertise and experiences that, when integrated, drive problem-solving, improve decision-making, and expand our creative potential.
Here are nine steps that can help avoid tokenism in diversity and inclusion:
Define your diversity and inclusion goals: Develop a clear understanding of what diversity and inclusion mean to your organization and what you want to achieve. Set measurable goals beyond just representation to ensure your efforts are genuine.
Create a diverse and inclusive environment: A truly diverse and inclusive workplace is one where all employees feel valued and respected, and everyone has an opportunity to contribute their skills and perspectives. Foster an inclusive culture where employees from different backgrounds feel comfortable speaking up, sharing their ideas, and participating in decision-making.
Look at diversity as an outcome of inclusion: When organizations look only at the percentage of diversity representation and focus solely on diversity hiring than retention, it is likely to lead to a leaky talent pipeline. Organizations should focus more on creating an inclusive environment, which could be the foundation to increase diversity numbers.
Avoid stereotyping: It is crucial to avoid stereotyping employees from underrepresented groups. Treat each individual as an individual, not as a representative of the group.
Recruit broadly: Casting a wide net during recruitment will attract diverse candidates. Avoid relying on referrals from existing employees, as it can lead to a lack of diversity.
Provide training: Provide diversity and inclusion training to all employees, including managers and executives. This training should focus on building cultural competency and understanding unconscious/non-conscious bias.
Monitor progress: Set up metrics to measure progress towards your diversity and inclusion goals. Regularly review and analyze data to identify areas for improvement.
Encourage employee feedback: Encourage feedback from all employees, including those from underrepresented groups. The feedback can help you identify areas where your organization needs to improve and take corrective measures.
Hold leadership accountable: Hold the leadership team accountable for diversity and inclusion efforts. Ensure they are modeling inclusive behavior and promoting a culture of diversity and inclusion.
