DEI/DEIB is always a topic of conversation especially in the workplace, specifically when we’re talking about hiring and promotions. There are always questions around discrimination and bias.
Did bias contribute to that hiring decision?
What about the decision to promote him over her?
Did they hire the Black woman because she was truly qualified or because of the optics?
We’ve seen it with organizations over and over.
After George Floyd’s tragic murder by law enforcement, we saw a surge in DEI roles with women, women of color, and other underrepresented minorities assuming leadership roles. Initially, we counted this as progress but now we’re seeing companies shrink back. It makes one ask the question of why. Was this truly a moment of progress or were they tokens hired solely for the “look?”
What is tokenizing you ask?
Dictionary.com defines it as “ to hire, treat, or use (someone) as a symbol of inclusion or compliance with regulations, or to avoid the appearance of discrimination or prejudice”
Essentially, companies hire you to make it look like they’re a fair and people-focused place to work. They are lying and using you to do it. Tokens typically have little to no true authority. They aren’t respected and the moment maintaining the image is no longer a business priority, they are removed.
Wondering if you’re being tokenized at work? Here are 3 things to look out for:
1. You’re not seen as a ideas/opinions aren’t taken seriously
Despite interviewing well, having all the answers, and the creativity to push things forward, no one seems to care about your ideas. No one respects your points of view, your question are brushed off, and it seems like you’re not even heard.
When you have a great idea, it’s ignored but if one of your counterparts has the same idea, it’s celebrated as “brilliant” and “innovative.”
You’re treated as a personality hire more than a strategic partner and leader. It’s clear that you weren’t hired to add value. You were hired for the optics.
2. There are no opportunities to progress
Colleagues who started with you or after you are promoted before you. They haven’t contributed more, they don’t appear to be more well liked than you are yet are experiencing a level of mobility you aren’t.
3. You’re always a public figure
They share your new role in the press, and you’re asked to publicly attend high profile events on behalf of the company. You’re given the opportunity to contribute to articles or speak on panels but that’s where it stops.
You aren’t included in important conversations in the office, you’re “accidentally” left out of important conference calls and meetings yet you’re the one everyone goes to when the company needs to be in the public eye. You’re a figurehead. You were hired to make them look good and it sucks!
What can you do about it?
Be selfish! Think about yourself and your agenda.
Get what you want out of the situation then prepare to make your exit. Don’t waste time trying to earn respect they have no intention of giving you. Instead, use those public opportunities to build your personal platform and relationships that will serve you in the future. Document what’s happening and consult an employment attorney to understand your options. Collect your money (paychecks, bonuses, etc.) and manage things well so you’re financially prepared for any sudden moves.
Make sure you’re good! That’s exactly what your employer is doing.
