Until recently, I didn’t have a precise term to describe a phenomenon I’d observed repeatedly in several corporate environments. A phenomenon where companies parade their commitment to diversity and inclusion like a shiny badge, yet fail to create genuine, meaningful change. Then, during the presentation of the book “Pedagogia impegnata e decoloniale”, a collection of writings by bell hooks translated into Italian and commented by Lavinia Bianchi, I heard a term that perfectly encapsulated my observations: tokenism.

What exactly is Tokenism?

Tokenism is more than just a buzzword—it’s a subtle yet pervasive form of performative inclusivity. Imagine a company that checks diversity boxes without truly understanding or valuing the underlying principles of genuine inclusion. It’s like applying a thin coat of paint over structural problems, hoping no one notices the cracks beneath.

The Corporate Diversity checklist

Many organizations approach diversity with a checklist mentality:

  • Hire more women? ✓
  • Use inclusive language? ✓
  • Recognize diverse gender identities? ✓
  • Post about it on social media? ✓✓✓

But here’s the catch: true inclusion goes far beyond these surface-level interventions.

The illusion of progress

Take, for example, a tech company that proudly announces its commitment to gender diversity by highlighting the percentage of women in leadership roles. They might host International Women’s Day events, share empowering graphics, and pat themselves on the back. However, dig a little deeper, and you’ll often find:

  • Gender pay disparities
  • Limited career advancement opportunities
  • Workplace cultures that subtly discourage women’s participation

Beyond Gender: a narrow view of diversity

Tokenism frequently reveals itself in how companies completely overlook other dimensions of diversity. While they might focus on gender representation, they often ignore:

  • Accessibility for employees with disabilities
  • Neurodiversity accommodations
  • Cultural and ethnic inclusivity
  • Genuine support for LGBTQ+ employees

A Real-World example

Consider a tech conference organizing an event in a venue with architectural barriers, effectively excluding professionals with mobility challenges. Or a team-building activity in an overwhelmingly stimulating environment that would be challenging for neurodivergent colleagues. These aren’t just oversights—they’re manifestations of tokenistic thinking.

Why tokenism matters in Tech and beyond

In the technology sector, where innovation thrives on diverse perspectives, tokenism isn’t just ethically questionable—it’s strategically detrimental. Diverse teams drive creativity, challenge assumptions, and develop more inclusive products and solutions.

A truly innovative company doesn’t just count diverse faces; it:

  • Creates supportive, adaptable work environments
  • Provides equitable opportunities for growth
  • Listens to and implements feedback from underrepresented groups
  • Continuously educates itself about evolving inclusivity practices

Breaking the Tokenism Cycle

So how can companies move from tokenism to genuine inclusion?

  1. Listen actively: Create safe spaces for honest feedback
  2. Design holistic policies: Look beyond surface-level representation
  3. Invest in education: Continuous learning about diversity and inclusion
  4. Measure real impact: Track meaningful metrics, not just headcount
  5. Empower diverse voices: Give real decision-making power, not just symbolic roles

The technology sector’s unique opportunity

As technologists, we’re uniquely positioned to challenge and redesign systems. We understand complex ecosystems, iterate on solutions, and aren’t afraid to challenge status quo. Addressing tokenism should be no different.

Every line of code we write, every product we design, every team we build can be an opportunity to embed genuine inclusivity—not as a checkbox, but as a fundamental design principle.

Beyond the performative

Tokenism isn’t just a corporate dysfunction—it’s a missed opportunity for genuine human connection, innovation, and progress. By recognizing and actively working against tokenistic practices, we can build workplaces, technologies, and societies that truly reflect our collective potential.

The future of tech—and indeed, of our world—isn’t about how many diverse faces we can display, but how deeply we’re willing to listen, learn, and fundamentally transform our approach to human collaboration.