The Lens is the City’s newsletter to expand on conversations on equity, inclusion, belonging, and access.
Tokenism: How it Hurts EDI Efforts
According to Merriam-Webster, Tokenism is the practice of making symbolic efforts to include underrepresented groups in an organization without addressing systemic issues that prevent legitimate equity and inclusion. Over the years, awareness of equity, diversity, and inclusion (EDI) practices has increased; especially within the workplace. Employers understand that a diverse staff appeals to prospective employees. While awareness of the importance of these practices is increasing, the most effective way of doing EDI work within an organization can be unclear to some, resulting in damaging behavior like tokenism.
As aforementioned, a business having a diverse staff is essential. However, focusing on the surface-level appearance of diversity without a diverse workforce or culture of supporting all employees is tokenistic. If staff members feel they are reduced to one component of their identity or that there is pressure to represent that entire group, their morale, and capacity to do their best work will diminish. This results in reduced employee retention and sabotages the business’ goal of building a diverse staff.
This idea can be seen in a recent Harvard Business Review study that found companies with above-average total diversity and conditions that foster diversity (Sandra Ariza’s article for LinkedIn describes these conditions as fair employment practices, top management support for diversity, and open communication practices) have 19% points higher innovation revenues and 9% points higher EBIT (Earnings Before Interest and Taxes) margins on average. More importantly, when employers put intention and care into creating a genuinely inclusive workspace, they prevent marginalized individuals from feeling unsafe or isolated.
Addressing tokenism within a workplace requires employers to be deliberate and open-minded. Equity, diversity, and inclusion are nuanced and multifaceted; practicing these principles in all areas and levels while being open to different ways of doing so is critical. This means doing more than hiring or promoting individuals from underrepresented groups. Practices such as diversifying hiring processes, confronting bias in evaluations, and providing consistent training and support build scaffolding for an inclusive environment.
In short, the intentional implementation and enforcement of EDI policies and fostering a non-hostile environment that uplifts everyone without tokenization is necessary to prevent harm to underrecognized individuals and ensure that everyone can show up authentically as themselves. Only then can employees utilize their unique perspectives and skills that come together to encourage everyone's success.
How to be an Active Ally at Work, From the Woman Who Wrote the Book on it
Dr. Poornima Luthra teaches at Copenhagen Business School and founded TalentED Consultancy. Recently, Thinkers50 named her book The Art of Active Allyship one of the 10 best new management books of 2023. While many people want to be allies, “well-intentioned people often worry about choosing wrongly,” say Meg and Michael Warren. Allyship “could inadvertently expose marginalized workers to backlash, … their actions could be unwelcome by the people they strive to support, and [they worry] they are falling into the social traps of ‘performativeness’ (insincere allyship to boost one’s own social status) or backsliding into the roles of ‘white saviors.’” In spite of massive investment in EDI initiatives--$8 billion yearly in the U.S.—workplace inequalities remain.
Luthra believes it is fear that hampers progress. She notes there is fear on all sides: she has heard white male CEOs express fear of being canceled if they make a misstep. In contrast, people from underrepresented groups fear being the lone voice, being perceived as the “token,” and negative impacts on their own careers if they speak out about bias or discrimination.
Active allyship “is the key,” Luthra says, “to creating inclusive workplaces.” Allyship is “a lifelong process,” however, of “frequent and consistent behaviors.” Through this process, fear of engaging is addressed. “(T)he more we understand something and the more we know what to do, the less fearful we are of it,” Luthra notes. In her book, Luthra explores seven principles of allyship. The first three address information and realization:
Deep curiosity. We must genuinely be interested in our and others’ intersectional identities.
Honest introspection. We must understand our own biases and how they affect others. Identifying our biases is difficult, but the Harvard Implicit Association Test can help.
Humble acknowledgment. We must understand and admit we cannot know how anyone else experiences life.
The last four address actions:
Empathetic engagement. Listen without defensiveness, ask the right questions in the right tone (How did you come to that conclusion? Can you tell me more?), apologize without over-apologizing, and, if appropriate, reflect on how you could improve.
Authentic conversations. Allyship requires honest conversations, but honesty requires psychological safety. Make a deliberate effort not to dismiss or be defensive. Don’t interrupt, and keep your focus on the person speaking.
Vulnerable interactions. Embrace vulnerability. Enlist a trusted group of colleagues with whom to check your biases.
Courageous responsibility. Make the most of your own influence. Notice whose perspective is missing. Ask others to speak up. Recommend people for projects or recognition. Mentor. Examine your behavior and language for bias and opportunities to evolve.
LGBTQA+ History Month is celebrated annually in October. To learn more on the history visit this link. Test your knowledge of LGBTQ+ History here.
Meet Commissioner Mark Pries
How long have you been on the Commission?
A previous term, 2019-2022; newly appointed July 5, 2023, to this partial term thru 2025.
What motivated you to get involved with the Commission?
My motivation is to be involved with Human Rights. My post-high school education was during the 60s and early 70s; there was - and still is - urgency in the United States: Vietnam War, racism, hunger, housing, police brutality. As a Christian pastor, I am trained to be alert for opportunities to bring good news to the street beyond the hallowed halls of institutions. I served two terms on the Human Rights Commission in Dubuque.
In your opinion, what are the leading human rights issues Iowa City faces?
Housing, Hunger, Employment, Racism, the genocide of Native nations on these lands, Poverty (Wealth Disparity), Education, and Ignorance.
From your experience in advocacy, what are the most effective ways for individuals to become active in protecting human rights?
Show up! Learn. Attend and bring people to learning opportunities - The ICHR office makes many resources available. The University of Iowa Law School's Center for Human Rights is also an accessible resource. Write or speak or begin conversations after learning.
What are your goals as a Commissioner and the Commission in the coming year?
The COVID-19 pandemic has challenged the Human Rights Commission to be publicly visible even after the murder of George Floyd. The legacy of Human Rights work in Iowa City is rich with advocacy and education. Continuing this work and partnering with Iowa City's Truth and Reconciliation Commission is important so that work continues.
What is something no one would guess about you?
I'm a graphic artist and an art historian with a particular appreciation of Vincent Van Gogh, especially Vincent's life and theology.
What do you like to read more, fiction or non-fiction? Why?
I read non-fiction. Learning history helps me understand the times. Two wisdoms: "the ancients have stolen our best ideas" and there are "ancient echoes" informing the present (we've been this way before).
Where is the coolest place you have traveled and why?
Ngorogoro Conservation Area in Tanzania - the wildlife and the preservation of this landscape were created by a huge volcanic eruption that collapsed into itself.
If you were given unlimited money to accomplish a dream, what would you do with it?
Pay off every nation's debt; provide food, housing, and health care for every person; education and training for every person; every household given the same annual income (no one receiving more); destroy every implement of war; and end all use of fossil fuels.
Upcoming Programming
Don’t Say Gay: Understanding Anti-LGBTQIA + Law Targeting Iowa Classrooms
Indigenous Peoples’ Day Celebration
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