The Real Difference Between Diversity and Tokenism Why They Matter

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d="807e">The black best friend trope</h2><p id="b395">The token black best friend is the optimity of tokenism. We've seen it countless times a black actor playing a supporting role as the best friend of a white character who is the star of the show. The motif in the setting of all these shows is that the "black best friend" acts as a piece that provides comedic relief and support to the main role to uplift the storyline of the white character. It is rare to find an instance where the "black best friend" has its own storyline and character development. When this is this case we know that it is tokenism because the supporting actor does not have a story of their own that blossoms.</p><h2 id="4d21">Stereotyping</h2><p id="693b">Restricting a POC actor/actress to play a specific stereotype that matches their race makes it worse and it is not progressive. An example of this would be the "Asian nerd", "The black thug", and " The hip/woke black sidekick." Producers do this to appeal to their target audiences, simply for the shows gain and therefore their gain. These stereotypes are damaging a showcase a false narrative of people of colour to young audiences, further perpetuating prejudicial views on ethnic minorities. It also limits societies view on different ethnic groups which consequently puts us into a box of what society thinks we can and can't do.</p><h2 id="4dbb">What can we do?</h2><p id="a5a6">Maintain the three key parts of preventing tokenism; diversity, equality and inclusion. Actively encourage companies to increase diversity, equality and inclusion within the workplace. Hold the people in charge accountable when these three elements are not being maintained.</p><p id="dece">Equality is reached when the firm ensures that everyone has equal access to resources and when these resources are allocated it is not based on race/gender/nationality.</p><p id="b126">Inclusivity means that each person in the space feels welcomed and valued within the group.</p><p id="3a04">Diversity is reached when the organisation ensures that they involve people from a range of different backgrounds to bring new ideas and perspectives to the organisation.</p><p id="1db9">We need to acknowledge when companies are taking part in performative diversity, equality and inclusion under the mask of tokenism. We need to call out the tokenism and stop companies from using people of colour for public gain.</p><h2 id="03d1">Articles about Race, Equality, Women</h2><div id="c4c3" class="link-block"> <a href="https://readmedium.com/the-importa

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When is progress actually made?

In spaces like schools, workplaces and the creative industry society has yet to come to an era where there is equal representation of minorities. However, when there is a scant presence of a person of colour it's done on purpose. There is a distinct difference between the concepts of tokenism and diversity, so when is diversity achieved?

Understanding the difference between the two

Let's start by understanding the difference between the two.

Diversity: understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment.

We can understand that diversity is for the benefit of having a space that is composed of a range of different ethnic groups. Diversity should ensure the inclusion of those people in an organisation. Diversity is vital because it will break the practice of having limited representation. It brings a plethora of advantages; from new creative ideas and a large scale of differing perspectives.

Tokenism: “the practice of doing something (such as hiring a person who belongs to a minority group) only to prevent criticism and give the appearance that people are being treated fairly” (via Merriam Webster).

Tokenism is a performative action. Often, workplaces and schools exercise tokenism to appear as if they are diverse when they actually aren't. Tokenism is then used for public gain, it tricks onlookers into thinking that the organisation has the objective of inclusion when the organisation only has the intention of including a person of colour to be perceived well by the public. It is a metaphor for that person of colour being the firm's most prized possession, being used repeatedly for public display instead of the firm actively working towards bringing new ideas and perspectives into space.

The black best friend trope

The token black best friend is the optimity of tokenism. We've seen it countless times a black actor playing a supporting role as the best friend of a white character who is the star of the show. The motif in the setting of all these shows is that the "black best friend" acts as a piece that provides comedic relief and support to the main role to uplift the storyline of the white character. It is rare to find an instance where the "black best friend" has its own storyline and character development. When this is this case we know that it is tokenism because the supporting actor does not have a story of their own that blossoms.

Stereotyping

Restricting a POC actor/actress to play a specific stereotype that matches their race makes it worse and it is not progressive. An example of this would be the "Asian nerd", "The black thug", and " The hip/woke black sidekick." Producers do this to appeal to their target audiences, simply for the shows gain and therefore their gain. These stereotypes are damaging a showcase a false narrative of people of colour to young audiences, further perpetuating prejudicial views on ethnic minorities. It also limits societies view on different ethnic groups which consequently puts us into a box of what society thinks we can and can't do.

What can we do?

Maintain the three key parts of preventing tokenism; diversity, equality and inclusion. Actively encourage companies to increase diversity, equality and inclusion within the workplace. Hold the people in charge accountable when these three elements are not being maintained.

Equality is reached when the firm ensures that everyone has equal access to resources and when these resources are allocated it is not based on race/gender/nationality.

Inclusivity means that each person in the space feels welcomed and valued within the group.

Diversity is reached when the organisation ensures that they involve people from a range of different backgrounds to bring new ideas and perspectives to the organisation.

We need to acknowledge when companies are taking part in performative diversity, equality and inclusion under the mask of tokenism. We need to call out the tokenism and stop companies from using people of colour for public gain.