The Importance of DEI vs Tokenism in the Workplace

In today’s climate, Diversity, Equity, and Inclusion (DEI) are constantly under fire. Lawmakers are aiming to ban DEI efforts in colleges and universities nationwide. Despite DEI’s opposition, it still remains crucial in the workplace. The backlash makes it even more dire to understand what DEI does and does not look like. DEI is often overshadowed by tokenism, which only may give the appearance of diversity. This completely goes against what DEI ultimately aims to achieve. DEI is not a social justice initiative, but a business initiative. 

Why Is Tokenism Harmful?

Tokenism is the practice of including a member from a marginalized community just to portray an image of diversity within that group. It is a negative practice in which people are reduced to aspects of their identity, not their ideas or merit. This can leave individuals feeling isolated and can affect their confidence. 

Tokenism can also perpetuate stereotypes. By reducing people to a “token,” you are putting them in a box, limiting them to only a singular aspect of their identity. This makes it appear performative rather than meaningful DEI. People with a specific identity have a wide range of experiences that make them unique. When tokenism is used, this can reduce a brand’s authenticity. In the context of a public campaign, audiences can often sense when diversity lacks effort, which risks damaging an organization’s reputation.

Fostering DEI  

It is important to highlight that DEI encompasses all identities, such as age diversity, education level, and religious identity. While tackling issues regarding representation, it is important to open the floor to these types of conversations, and include all viewpoints. Tokenism is not enough; there needs to be active contributions from multiple perspectives. DEI is a collective effort that requires everyone to create spaces where individuals feel empowered, and respected. Whether this is tackling unconscious bias or cultural competency, DEI covers a large range of issues, each offering an opportunity for growth and understanding. 

In public relations, this involves seeking feedback from diverse perspectives, particularly when your work impacts a wide audience. These little things can improve our work, and integrate a positive change in the workplace.

Why It Matters

DEI has been under fire in the corporate world. With many large companies like Ford cutting back on their efforts, others are following its example. This may seem like an easy solution to avoid backlash, but it highlights the importance of DEI programs in the first place. Implementing Diversity, Equity, and Inclusion is sometimes a difficult journey. While at times,  it may seem easier to give up, the rewards are significant, and there is data to prove it. 

For example, racially and ethnically diverse companies are 35% more likely to outperform their respective national industry medians’ financial returns. Organizations in the top quartile for gender diversity have a +25% likelihood of financially outperforming their peers. Creating this sense of belonging is a rewarding cause, and truly makes the works.

Tokenism is often mistaken for genuine DEI efforts, which undermines true diversity by reducing it to a checkbox. As students and young professionals, we must be open to learning, show empathy,  and most importantly, lead by example.

AI Disclosure: AI was used in the ideation process of this blog.

About Dominic

Dominic is a senior pursuing a degree in Advertising and Public Relations with a minor in Digital Studies. He is currently an Account Associate with an Emphasis in Design and the 2024-2025 GVPRSSA Social Media Director. Outside the classroom, Dominic enjoys writing, going on walks, photography, and spending time with friends.