Define: Tokenism is when there is 0-10% representation of an oppressed group within on organizing body or community and “the main goal of the minority is assimilation by any means necessary. The minority does not have sufficient numbers within the group to formulate a group identity, and the majority does not see them as a threat...They feel fortunate just to be present, and it is likely that assimilation is a much higher priority than struggles for social justice”.
Apply: This theory is important for community organizers and developers to recognize who is being represented within an effort and to what degree. If there is a low percentage of oppressed populations or those directly affected by the issue at hand involved in whatever you are trying to do, your efforts will not be effective. It’s also important to recognize that they are not recruited simply for numbers but because their input and experience is valued. Making sure the percentage is higher among your organizing body will ensure that oppressed populations will not be forced to assimilate and social justice will be the main priority.
Adapt: Tokenism could be applied within the workplace, specifically a place of business. For example, if a woman is hired within a male dominated field, the expectation is that the woman should feel happy and content within her position and not seek social justice initiatives to include more women within this particular position or to request a higher salary that is equal to what the men make. The low amount of women to identify with would assist with keeping this woman “in her place” and accepting the role she was given without making waves.
Source: Osborne, W. (2001, July 10). The Sociology of Tokenism. Retrieved November 16, 2015, from http://www.osborne-conant.org/tokenism.htm
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