By Tyrus Curtis, Family Peer Training Coordinator, Families Together in New York State

Tokenism, a concept often discussed in diversity and inclusion circles, refers to the superficial or symbolic inclusion of individuals from marginalized or underrepresented groups. This practice can undermine the very goals of diversity by offering only a facade of inclusivity. In the context of Family Peer Advocates (FPAs) and Youth Peer Advocates (YPAs), tokenism can manifest in various ways, often leaving advocates feeling undervalued and ignored despite their crucial roles (Kanter, 1977; Wade, 2021). Research shows that individuals who experience tokenism are 30% more likely to report feelings of isolation and 40% more likely to experience job burnout compared to those who feel genuinely included in their workplace (Smith, 2019).

Understanding Tokenism

Tokenism occurs when individuals are included in group activities or decision-making processes more for show than for meaningful participation. For FPAs and YPAs, this might mean being invited to speak on panels or join discussions without the opportunity to make a real impact. Instead of being valued for their unique insights and experiences, they may find themselves used to fulfilling diversity quotas or enhancing the appearance of inclusivity (Cox, 1993; Shore, Cleveland, & Goldberg, 2011). A study by McKinsey & Company found that while 64% of companies reported having diversity and inclusion initiatives, only 29% of employees from underrepresented groups felt that these initiatives were effective in fostering genuine inclusivity (McKinsey & Company, 2020).

What to Look Out For

• Superficial Inclusion: Attending meetings or events without the opportunity to contribute meaningfully can lead to feelings of exclusion and frustration, as it limits one’s ability to share insights, participate in decision-making, and feel valued as part of the group. According to a report by the National Alliance on Mental Illness (NAMI), 45% of Family and Youth Peer Advocates reported experiencing tokenism in their roles, where their input was sought primarily for fulfilling diversity quotas rather than for making meaningful contributions (NAMI, 2022).
• Isolation: Feeling isolated as the sole advocate from a specific background within a group can create a sense of alienation, making it challenging to connect with others, share unique perspectives, and feel fully supported in advocating for the needs of the community.
• Overemphasis on Representation: Constant reminders of your identity as an FPA or YPA can suggest that your presence is more about fulfilling diversity goals than truly valuing your expertise. This can lead to feelings of being tokenized rather than respected for your knowledge and contributions. A 2018 survey by Deloitte revealed that while 71% of organizations aimed to increase diversity, only 22% focused on inclusion efforts that ensured all voices were heard and valued, highlighting the gap between representation and genuine inclusion (Deloitte, 2018).
• Limited Influence: Being included in discussions without real power to influence decisions can be frustrating and disempowering. This situation creates the illusion of participation without genuine impact, leading to feelings of marginalization where your contributions are acknowledged but ultimately disregarded.
• Dismissed Contributions: Having your ideas or concerns dismissed or not seriously considered can be deeply discouraging, undermining your confidence and sense of belonging. Disregarded contributions create barriers to meaningful participation, leaving you feeling unheard and marginalized.

It’s Hard to Recognize Tokenism

The cleverness and charisma of others can momentarily make you feel valued and appreciated, reinforcing your sense of worth. However, promises to incorporate your ideas and contributions that are not followed through can be disheartening, eroding your trust and sense of value despite your initial input. This was a personal challenge for me as a youth, where I did not recognize tokenism until many years later.

How to Navigate Tokenism

• Assert Your Voice: If you feel your contributions are being overlooked, speak up assertively yet politely to request the opportunity to share your perspectives. Address the issue calmly and confidently, emphasizing the value of your input and its relevance to the discussion.
• Prepare Thoroughly: To ensure your points are effectively communicated, prepare thoroughly for meetings. Develop clear and concise arguments that highlight your expertise and experience, enabling you to present your ideas confidently and demonstrate your knowledge to the group.
• Seek Allies: Find colleagues who understand and support the significance of your role. Their backing can amplify your voice and ensure that your contributions are recognized and valued. Strong support from allies helps navigate challenges and reinforces the importance of your perspective.
• Build Relationships: Focus on building relationships with other FPAs, YPAs, and professionals committed to fostering genuine inclusivity. Connecting with like-minded individuals creates a network of support that advocates for meaningful participation and collaborative efforts toward a more inclusive environment.
• Document Your Contributions: Maintain detailed records of your ideas, suggestions, and contributions to ensure they are acknowledged. Keeping track of your input provides a clear reference to support your advocacy and follow-up efforts. Actively follow up on discussions to confirm that your input is considered in decision-making processes.

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This is how it happened to me as a youth, and I did not recognize it until many years later.  

When I first started as a YPA, I was excited to develop content for youth, parents, and schools in the city and began receiving recognition both nationally and locally, which was incredibly gratifying. I was invited to share my story, a concept I hadn’t previously considered but was motivated to develop into a presentation. In creating this content, I aimed to be mindful and respectful, not realizing at the time how I was being directed on what to include and exclude. During this process, my adopted mother attended one of my presentations. Although she was proud of my work, I unintentionally hurt her by not acknowledging her crucial role in supporting my development and addressing my trauma. This omission has led to ongoing conversations with her about the pain caused by excluding her contributions from my story. I was able to apologize again to my mother explaining I was tokenized and was not taught how to share my story.   

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Overcoming the Experience of Tokenism

• Engage in Self-Reflection: Reflect on how tokenism has affected your personal and professional life. Tokenism can lead to feelings of frustration and being undervalued, as your presence might seem more about fulfilling a diversity quota than appreciating your expertise. Acknowledge these feelings and use them to strengthen your advocacy by speaking out against tokenism, mentoring others, and promoting policies that foster genuine inclusion (Neff, 2011; Goleman, 2013).
• Educate Others: Educate your peers or supervisors about the difference between tokenism and genuine inclusion. Tokenism often involves superficial diversity efforts, while genuine inclusion values and engages all voices. Provide constructive feedback to identify shortcomings in current practices and suggest steps for fostering a more inclusive environment.
• Empower Yourself and Others: Pursue professional development opportunities and engage in self-care to enhance your skills and resilience. Support fellow FPAs and YPAs by encouraging them to share their experiences and navigate challenges related to tokenism. Building a supportive community helps alleviate feelings of isolation and amplifies collective influence.

Moving Beyond Tokenism

For organizations to truly benefit from the insights and contributions of FPAs and YPAs, they must move beyond tokenism. This involves creating an environment where advocates are not only included but are also respected and empowered to contribute meaningfully. Your role as an FPA or YPA is crucial in shaping the future of peer advocacy. By understanding and addressing tokenism, you can ensure your role is valued and contributes to meaningful change rather than merely fulfilling a symbolic role.

References by Topic

Trauma:

Kanter, R. M. (1977). Men and Women of the Corporation. New York: Basic Books. This book introduces the concept of tokenism in organizational settings and discusses its effects on individuals.

Wade, J. (2021). Tokenism and Its Impact on Diversity. Journal of Organizational Diversity, 14(2), 45-58. This article explores how tokenism affects workplace diversity and inclusion efforts.

Inclusion and Participation:

Cox, T. (1993). Cultural Diversity in Organizations: Theory, Research & Practice. San Francisco: Berrett-Koehler Publishers. This book discusses the importance of genuine inclusion, and the challenges organizations face in achieving it.

Shore, L. M., Cleveland, J. N., & Goldberg, C. B. (2011). Workplace Inclusion. Annual Review of Organizational Psychology and Organizational Behavior, 1, 100-124. This review covers strategies for creating an inclusive workplace and the impact of inclusion on employee engagement.

Professional Development and Self-Care:

Neff, K. D. (2011). Self-Compassion: The Proven Power of Being Kind to Yourself. New York: William Morrow Paperbacks. This book provides insights into self-care and the importance of self-compassion in professional settings.

Goleman, D. (2013). Focus: The Hidden Driver of Excellence. New York: HarperCollins. This book discusses the role of professional development in enhancing focus and effectiveness.

Supporting Colleagues and Building Community:

Pérez, A., & Lichtenstein, B. (2020). Building Supportive Networks in the Workplace. Journal of Professional Development, 22(3), 30-42. This article explores the benefits of creating supportive professional networks and communities.

Davis, A. (2018). Supporting Colleagues: Best Practices for Encouraging Growth and Collaboration. Human Resource Management Review, 28(4), 52-63. This paper outlines effective strategies for supporting peers and fostering a collaborative environment.

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About the writer: 

TJ Curtis is a dedicated Family Training Coordinator at Families Together, where they leverage years of experience in youth and family mental health advocacy and peer-to-peer support. TJ’s journey in this field began as a youth advocate for CCSI, leading him to serve on the board of directors for Youth M.O.V.E. National Inc. TJ has also contributed their expertise to the boards of the Federation of Families and SAMHSA.

In their current role, TJ focuses on developing workshops and training programs aimed at enhancing youth and family development services. His passion lies in supporting youth, families, men, and fathers to ensure healthy outcomes for all. Alongside his professional commitments, TJ is pursuing a graduate degree in Marriage and Family Therapy at North Central University, furthering his expertise to better serve those in need. TJ’s tireless dedication to the well-being of families and their commitment to advocacy make them a valuable asset  to the community.

Email Address: Tcurtis@ftnys.org     Phone:  646.276.0534