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When women enter occupations that have historically and traditionally been the realm of men, they face a multitude of barriers that make their experience difficult and that contribute to a gender-segregated workforce. Vocational Education and Training (VET) is the entryway to employment in the skilled trades, and VET providers have a role in introducing students to the industry, in the formation of occupational identity and occupational behaviours, establishing workplace cultures and standards of professionalism. Furthermore, VET has a moral and legal obligation to provide a safe classroom for all students. This paper reflects on the role of VET in perpetuating gender segregation in the skilled trades in Australia. We report on a qualitative research project with tradeswomen, apprentices, industry and government representatives that found that significant barriers confront tradeswomen apprentices in VET institutions. The study found that VET has the capacity to normalise the tokenism of women and contribute to gender harassment. We argue that a VET classroom environment where gender inequalities and harassment are normalised, and a gender biased apprenticeship system, contribute to gender segregation in the skilled trades. [ABSTRACT FROM AUTHOR]

This study sets out to analyze the negative effects of tokenism among a group of Portuguese female firefighters alongside the strategies they adopt to integrate into a male majority professional context and inherently associated with masculinity. Individual semi-structured interviews were carried out with nine men and nine women before their content was subject to thematic analysis. The results confirm how, in the context of the work performed by firefighters, there is a clear differentiation between the genders, with women both being more visible and leading to conformity to depicting stereotypical femininity. In order to fit in, female firefighters attempt to replicate the attitudes of their male colleagues, demonstrate high standards of performance, and tone down any expression of perceivably feminine characteristics. [ABSTRACT FROM AUTHOR]

In this article, the author argues that Black women have experienced heightened levels of tokenism and hypervisibility since the 2016 election. By engaging with Black Feminist Theory and Kanter's tokenism framework, the author outlines how tokenism impacts the esteem and well-being of Black women student affairs professionals. More specifically, this study examines how tokenism is used to contain stereotypes, using Black energy, identities, and painful experiences for institutional gain and social justice mirage. The author contends that Black women have been tokenized in the following themes: a single expert on Blackness, an ideal worker or placeholder for diversity initiatives, and an agenda keeper to sustain the white agenda. This article concludes with a reflection on what white academic spaces should consider implementing to welcome Black women's voices and presence while dismantling embedded racism. [ABSTRACT FROM AUTHOR]

Despite the critical role of boards and their significant interest in Diversity, Equity, and Inclusion, there is a scarcity of studies on board diversity within the architecture, engineering, and construction (AEC) industry. This paper aims to investigate board gender diversity in the AEC industry and provide a comprehensive overview of its progression over time, comparing it with non-AEC industry. The findings reveal that, on average, the AEC industry exhibits lower board gender diversity compared with non-AEC industry, although the gap between the two industries has significantly narrowed over time. The professional characteristics of female directors suggest that board gender diversity in the AEC industry seems to not yet fully embrace an inclusive and equitable work environment. Notably, female directors in the AEC industry have a shorter tenure, hold a higher number of outside board positions, display a relatively worse board meeting attendance rate, and tend to concentrate on professional positions related to finance, in comparison with male directors in the same industry or female directors in non-AEC industry. This paper contributes to the literature by shedding light on the specific dynamics and challenges related to board gender diversity in the AEC industry using comprehensive and up-to-date data. Diversity, equity, and inclusion (DEI) is a hot topic everywhere, and the AEC industry is no exception. Due to its reputation as a male-dominated field, DEI issues within the AEC industry have garnered more attention than other industries. Yet, a notable gap in understanding persists. Board diversity, particularly in the AEC context, remains relatively unexplored compared with worker and top management diversity. This study provides a fresh perspective on board gender diversity, an aspect of board diversity, utilizing comprehensive and current US. AEC industry data. The findings hint at a narrower quantitative gender diversity discrepancy between the AEC and non-AEC industries. Nevertheless, qualitatively, it appears that female directors within the AEC sector may not experience a fully inclusive and equitable work environment. This implies that although AEC firms outwardly significantly improved board gender diversity, they might not fully embrace equity and inclusion on their boards. These findings align with the idea that recent improvements in board gender diversity could be influenced by external factors, such as evolving societal perceptions and legislative actions. However, the AEC firms might struggle to tackle deep-rooted challenges, thereby limiting the realization of the complete benefits of authentic board diversity. [ABSTRACT FROM AUTHOR]

The main objective of this exploratory study is to analyze the negative effects associated with the phenomenon of tokenism for Portuguese women in non-playing football roles, as well as their strategies for integration into a context where they are a minority and the social functions are dominated by men. To this end, we carried out semi-structured individual interviews with eight men and eight women, undertaking functions in the fields of coaching, psychology, medical team, planning, refereeing, and management in football organizations, and with their contents then subject to thematic analysis. Our analysis confirms how the football context strongly demarcates gender differences with women being more visible and leads to the stereotypical roles being associated with traditional femininity. The findings also observe how, in order to integrate, women align with the norms imposed by the dominant group (men) and accept being circumscribed to the spaces that hegemonic gender ideologies and practices attribute to them. [ABSTRACT FROM AUTHOR]

It is now well‐established that science, technology, engineering, mathematics, and medicine (STEMM) institutions globally should invest in building diverse and inclusive workforces. However, women of color remain underrepresented in STEMM in Australia and their organizational experiences are under‐researched. To address this gap, we used a qualitative approach to explore the complex intersections of race/ethnicity and gender that may contribute to women's underrepresentation in Australian STEMM. Primary data encompassed interviews with 30 self‐identified women of color working in academia, industry, and government STEMM organizations. We drew on intersectionality theory to explore participants' experiences of their working environments and grounded theory in our analysis. This article focuses on an understudied area related to the maintenance of white male power in STEMM and everyday experiences of "in/visibility"—the paradoxical space of invisibility and hypervisibility that women of color occupy within STEMM fields. For example, various features of women of color's identities, such as physical appearance, cultural background, accent, and name, led to participants feeling "different" and hypervisible in STEMM workplaces in Australia, in which the stereotype of a white male scientist predominates. Women also felt hypervisible as race/gender tokens when they were expected to do the diversity work of the institution. In contrast, participants felt invisible when they were professionally and socially excluded from networking events, such as after‐work drinks. Women of color's experiences of having to work much harder than white colleagues to gain recognition of their organizational value also contributed to feelings of invisibility. The study findings provide deep insight into Australian STEMM cultures by foregrounding how in/visibility shows up in the experiences of women of color. This study builds on our understanding of women's STEMM careers as inextricably linked to intersectional features of social identity and white masculine power dynamics in organizations and society more broadly. We conclude by advocating for a more nuanced understanding of "women in STEMM" in Australia (e.g., via more sophisticated data collection and analysis) to ensure that national policies and initiatives benefit all women. [ABSTRACT FROM AUTHOR]

Research on tokenism has mostly focused on negative experiences and career outcomes for individuals who are tokenized. Yet tokenism as a structural system that excludes larger populations, and the meso-level cultural foundations under which tokenism occurs, are comparatively understudied. We focus on these additional dimensions of tokenism using original data on the creation and long-term retention of postcolonial literature. In an institutional environment in which the British publishing industry was consolidating the production of non-U.S. global literatures written in English, and readers were beginning to convey status through openness in cultural tastes, the conditions for tokenism emerged. Using data on the emergence of postcolonial literature as a category organized through the Booker Prize for Fiction, we test and find for non-white authors (1) evidence of tokenism, (2) unequal treatment of those under consideration for tokenization, and (3) long-term retention consequences for those who were not chosen. We close with a call for more holistic work across multiple dimensions of tokenism, analyses that address inequality across and within groups, and a reconsideration of tokenism within a broader suite of practices that have grown ascendent across arenas of social life. [ABSTRACT FROM AUTHOR]

In the wake of several social justice movements, including the #MeToo movement in 2017 and the Black Lives Matter Movement in 2020, corporations increasingly emphasized their commitments to diversity, equity, and inclusion (DEI) in a variety of ways. Amid shifts in both public attitudes and the corporate landscape, a new trend in shareholder derivative actions emerged: shareholders began suing boards of directors for corporate failures related to DEI shortcomings. As a result, major corporations like Meta, Cisco, and Gap have faced suits brought by shareholders seeking to hold boards accountable for corporations' public pledges to DEI values and initiatives. Although these actions have experienced limited legal success so far, this Comment argues for a reconceptualization of "success" in shareholder derivative suits related to board and executive-level diversity that recognizes these actions may carry value in serving a deterrent purpose, inducing corporate action through public shaming, and acting as a positive social force that demands industry attention on matters of DEI accountability. Next, this Comment proposes a modification to the substantial benefit doctrine that recognizes benefits may be derived from diversity-related derivative suits for the corporation or broader class of shareholders based on a fact-intensive inquiry as to whether the action resulted in changes which reduce the risk of reputational harm and future litigation or increase investment opportunities. Further, as regulators and state legislatures consider novel strategies to encourage leadership diversity, these suits may also complement public sector initiatives as a private enforcement mechanism. [ABSTRACT FROM AUTHOR]

Most EU policy documents highlight the need to ensure and contribute to the achievement of the multifaceted goal of social sustainability. In this framework, the paper investigates tokenism, a common phenomenon of crucial importance for rural development, although not widely studied. The paper focuses on a scoping literature review to analyse the forms of tokenism affecting the territorial development practices and which factors can prevent this phenomenon. More specifically, recent scientific papers dealing with tokenism, social capital, rural areas, and decision processes were analysed to shed light on the various underhand practices in which tokenism occurs and possible limiting factors. The results show the role played by adopting participatory approaches and by some variables (e. g., trust, influence, involvement, civic engagement, information) in reducing the phenomenon of tokenism. It is important to highlight how improving the local amount of social capital represents a key factor positively affecting the success of territorial development strategies. The originality and the value of the present study lie in the fact that notwithstanding tokenism is analysed by several authors, to the best of our knowledge, there are no studies focusing on the relationship between tokenism and territorial development. [ABSTRACT FROM AUTHOR]

Two competing approaches dominate student leadership literature: student representation consisting of elected student governments, and student partnerships consisting of appointed students working closely with educational leaders. This article responds to critiques of student representation outlined in Matthews and Dollinger's (Higher Education, 2022) article in Higher Education and reframes the student representation-student partnership dichotomy within the context of power relations in education systems. An interdisciplinary critique of student partnership approaches is provided to demonstrate that they inherently risk corruption, patronage, tokenism, and ageism, drawing from definitions and studies pertaining to these terms in political science and social psychology. Populism scholarship is applied to student representation contexts to illustrate how student representation in itself is not problematic but rather how it has been implemented, and that populism in student representation can be reduced through liberal democratic safeguards that improve effectiveness, equity, and inclusion. A case is made about the importance of students having structural power within education decision-making instead of relying on the informality some student partnership approaches support. A framework to measure student power is provided by adapting Roger Hart's Ladder of Children's Participation theory to higher education contexts, so all student voice approaches plus their hybrids and subtypes can be evaluated comparatively. [ABSTRACT FROM AUTHOR]

How do exclusionary boundaries persist in consumption subcultures amid increased progress, representation, and inclusion? In video gaming, women have come to represent nearly half of the market; yet, this is a limited indicator of gender-based progress. A culture of masculine dominance persists. Extending previous research on boundary work, the authors employ a cultural perspective of tokenism to examine how gendered boundaries in consumption subcultures persist despite efforts to transform or even eradicate them. This qualitative study draws on interviews with 23 gamers who identify as women (ages 19–29 years), coupled with data from social media platforms, news media, and industry reports. Empirical findings capture the recursive process of maladaptive boundary crossing : how women's efforts to subvert gendered boundaries at the micro level (e.g. through response enactments) get churned through the structuring tokenistic mechanics of boundary work at the meso level and result in the inadvertent cultural persistence of masculine dominance. The analysis offers a conceptual framework that explains how micro–meso level dynamics perpetuate and conceal inequity in consumption subcultures. Implications address the precarious promise of progress and the cultural legacy of tokenism in the marketplace with particular relevance to broader systems of domination. [ABSTRACT FROM AUTHOR]

Queer performance has historically illuminated an imbalance of care for minoritarian concerns and fostered community connections for collective survival and resistance.1 This article interweaves theorisations by Leah Lakshmi Piepzna-Samarasinha and collaborators in the book Care Work: Dreaming Disability Justice2 and draws upon interviews with key queer cultural producers, practitioners, scholars, and artists currently working in the UK to identify and theorise contemporary ethics and practices of care in their work. It reveals how queer performance practice attempts to address issues of ethnicity, race, class, disability, gender, and gender identity, tokenism and racial representation, access, class, (dis)ability, and trans-inclusivity in generative ways.3 Considering the urgent need for material reconfigurations and diversification of the UK arts sector – both in response to and preceding the global COVID-19 pandemic – I argue that an ethics of care and orientation toward action can address ongoing issues around who and what is 'made to matter' in queer arts production. Contemporary queer performance praxis in the UK reaches further toward the margins to find new solutions to embed radical care in production practices. As philosopher Rosi Braidotti suggests, such work 'is enhanced by the rejection of self-centred individualism ... [producing] a new way of combining self-interests with the well-being of an enlarged community'.4 Through foregrounding collectivity, community, care, and social justice the queer performance sector is well positioned to be at the forefront of wider cultural production trends, creating, and amplifying change throughout the sector and beyond. [ABSTRACT FROM AUTHOR]

This study focuses on cleaning services in Lisbon, Portugal, to understand the dynamics of operating in this feminine context, mostly employing women of African origin. From a qualitative and intersectional perspective, the study encompasses 17 semi-structured individual interviews with women working in these services, nine of African origin (Black) and eight of Portuguese origin (White) between 29 and 66 years of age. The thematic analysis returned five themes portraying the specificities associated with women carrying out their activities in a context of low social status, particularly for Black women. Although we verified some of the negative consequences associated with tokenism, the intersections of gender, class, and race/ethnicity generated dynamics that also contradict this phenomenon. [ABSTRACT FROM AUTHOR]

This article discusses representations of colonial acts and the relationship between coloniser and colonised in EAL (English as an Additional Language) textbooks produced for grades 5–7 in Norwegian schools. Multimodal and critical discourse analyses are used to analyse the textbook series. We present five extracts from these textbooks that exemplify findings common to all the textbook series. Findings show that tokenism, exclusion and marginalisation are still common in textbooks. Implications for teachers are discussed, together with the need for them to gain greater critical awareness of teaching materials and to develop their own knowledge of colonialism, and its effects. • Decolonial perspectives are used to discuss representations of colonial acts in textbooks. • Excerpts from textbooks analysed using multimodal and critical discourse analytical approaches. • Tokenism and marginalisation are common in textbooks when referring to colonial acts. • Implications of findings require teachers to develop critical awareness and knowledge of colonialism. [ABSTRACT FROM AUTHOR]

Using standpoint epistemology and critical mass theories this study examines outcomes of the 2012 ProQuote [ProQuota] initiative in Germany demanding at least 30% women in leadership per newsroom. In-depth interviews with 53 journalists in 21 newsrooms show that ProQuote boosted women's ascension into leadership by triggering and sustaining a debate about gender in newsroom leadership. This contributed to the normalization and legitimization of women in top positions, somewhat alleviating the stigma of tokenism. With critical mass in a given newsroom, women's standpoints have entered the discourse on leadership. More representation of women of different backgrounds and overall diversity in leadership are still needed. [ABSTRACT FROM AUTHOR]

This article analyzes the experiences and strategies of white and black women in positions of some power, in which they are able to strive to reduce inequalities and promote social change. From a qualitative perspective, this seeks to open the discussions around the possible applications of intersectionality between gender and "race"/ethnicity for studying the "tokenism phenomenon". The results reveal six major themes that demonstrate how, while both white and black women share negative consequences of tokenism, the intersections of gender and "race"/ethnicity create dynamics that make black women's experiences unique. Overall, we may therefore conclude the interviewees represent "agents of change" and deploy their power to promote equality in a variety of ways. [ABSTRACT FROM AUTHOR]

Recent scholarship has addressed the roles epistemological colonialism plays in music education. Following several publications on decoloniality in music studies and education, this article discusses how ethnomusicological pedagogies and scholarly practices can engage in unsettling practices of critique and creative action that attend to sites of oppression beyond the reflexes of tokenism, nativism, and other 'settler moves to innocence'. This article presents some pragmatic directions that come out of the critiques highlighted therein, inspired by pedagogical practices proposed by Chérie Rivers Ndaliko, Marco Cervantes and L.P. Saldaña, and others. This includes a three-module lesson facilitating students through the examination of coloniality in the musical histories of a place, the challenging of coloniality in the practice and consumption of musics today, and the creation of entirely different musical possibilities that re/centre students' lived experiences, his-/her-/their-stories, and ancestries. [ABSTRACT FROM AUTHOR]

This article explores adversity and the lived experiences of Black women in higher education leadership. Using phenomenology, this study specifically explores how Black women in higher education leadership navigate the adverse challenges of intersectionality, stereotype threat, and tokenism. Black women in leadership undergo adversity including limited role models, the concrete ceiling, and the intersectionality of racism, sexism, and ageism, as well as tokenism. The current findings validate that Black women in higher education leadership experience adversity. Some of the more salient codes that emerged were discrimination such as racism, sexism, ageism, and the intersection of these challenges with identity, cultural diversity and belonging, resilience, and leadership callings. Referred to as "superwomen," Black women are resilient and strong. The results of this study reveal that Black women use adversity as fuel, thus helping them develop the necessary skills to prepare them for leadership. Their strength through adversity is driven by the resilience that has manifested as motivation factors such as family and relationships, mentorship and sponsorship, as well as the support of cultural identity and diversity. The current findings support the notion that adversity shapes Black women into leaders with an emphasis on higher education leadership. [ABSTRACT FROM AUTHOR]

Much research on tokenism has focused on the organizational processes by which white women and racial minorities experience heightened surveillance at work and become occupationally immobile. Little research has considered how tokenism operates for other minority workers, such as immigrants. We theorize cultural tokenism to explain the ways in which foreign-born minorities in the United States are held up against hegemonic ethnic markers besides cultural gender standards and racial stereotypes, resulting in their interpersonal and institutional exoticization. Drawing on interviews with 33 immigrant women university faculty, this study shows how cultural contrasts make work difficult for high-status, foreign-born professional women. Specifically, they experience gendered pressures to provide U.S.-born students with "cultural enrichment" experiences and demonstrate organizational diversity while navigating the effects of tokenism. This research explains barriers to promotion and work satisfaction for immigrant women in white-collar jobs, and raises questions about how organizations can benefit from hiring these workers without exploiting them. [ABSTRACT FROM AUTHOR]

The formal recognition of Travellers as a distinct ethnic group by the Irish State in 2017 was arguably a significant step towards redressing the pernicious and endemic institutional racism and marginalisation that Travellers have historically experienced in Ireland. It was announced by the Irish Government in October 2018 that a review of the place of Travellers in existing school curricula would be undertaken, with a view to including Traveller history and culture at primary and post-primary levels. While there are benefits associated with curricular recognition, including its capacity to potentially disrupt the reiterative reproduction of institutional racism at a formal curricular level, a significant body of literature highlights the shortcomings associated with additive curricular approaches. These include tokenism and a failure to challenge dominant mainstream-centric perspectives and wider systemic inequities. The potential for curricular interventions to obscure or side-line critical consideration of the role of teachers' and student teachers' subjectivities, privileges and biases in perpetuating inequities is another dimension of this critique. This article draws on critical social justice literature, including tools from Critical Whiteness studies, to critically explore anti-Traveller racism and to analyse the tensions inherent in including Traveller culture and history in Irish primary and post-primary curricula. [ABSTRACT FROM AUTHOR]

Belonging and academic engagement are important predictors of women's retention in STEM. To better understand the processes influencing these outcomes, we investigate how numerical underrepresentation (i.e., token status) triggers social comparison perceptions —concerns that others are comparing oneself to another person—that can undermine women's STEM outcomes. Across four experiments, female college students recruited via subject pool (Study 1a) and MTurk (Studies 1b–3) read a hypothetical scenario in which another female (Studies 1a–3) or male (Study 2) student performed well or poorly in an engineering course. Findings showed that having token (vs. non-token) status in the course increased social comparison perceptions (i.e., perceptions about being compared to an ingroup peer), which subsequently reduced course belonging (Studies 1a and 1b). Study 2 found that (a) token status increased social comparison perceptions in response to the ingroup (vs. outgroup) peer and (b) social comparison perceptions decreased belonging through stereotype threat concerns, particularly when the peer performed poorly. Study 3 directly manipulated social comparison perceptions to further establish their causal role on negative outcomes and demonstrated that these perceived direct comparisons predicted additional consequences signaling STEM disengagement. Collectively, findings identify a novel process that can diminish belonging and academic engagement for women in STEM. Additional online materials for this article are available on PWQ 's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843211005447 [ABSTRACT FROM AUTHOR]

In 1988, Black women law professors formed the Northeast Corridor Collective of Black Women Law Professors, a network of Black women in the legal academy. They supported one another's scholarship, shared personal experiences of systemic gendered racism, and helped one another navigate the law school white space. A few years later, their stories were transformed into articles that appeared in a symposium edition of the Berkeley Women's Law Journal. Since then, Black women and women of color have published articles and books about their experiences with presumed incompetence, outsider status, and silence. The story of Black women in the legal academy has been told. And, in 2021, contemporary voices resemble voices from long ago. This Article updates and contextualizes the treatment of Black women law professors. While cancel culture is intended to punish or shame bad actors, in legal academia, Black women are canceled for simply existing. This Article explores the ways in which white academic norms, like academic freedom and hierarchy, explicitly and implicitly silence Black women and "cancel" their academic careers. As a result of the systemic gendered racism inherent in existing norms, Black women are silenced by intersectional microaggressions, white tears, and tokenism. They suffer intersectional battle fatigue, a consequence of having to negotiate identity in ways that result in physical, psychological, and emotional trauma. After defining law schools as white spaces and exploring cancellation tactics, this Article encourages law schools to reevaluate academic norms to create positive experiences for Black women. Amid social unrest, the legal academy is primed to be a key player in modern social justice movements. But first, it must address inequities within. [ABSTRACT FROM AUTHOR]

We studied how racialized students navigate and cope with campus life amidst a context of discrimination in a midsize Canadian city. Using a situational analysis approach informed by participatory action research principles, our analysis revealed two overarching themes: (1) Thrown Against a White Background, representing frequent encounters of White normativity and supremacy often experienced through racially-based social stigma, marginalization and tokenism and; (2) [I am] Not at Home But I Feel Comfortable Enough to Laugh: students' struggles to build a sense of home constrained by limited infrastructure and supports to sustain their efforts. This research points to the need for service providers to explicitly acknowledge cultural differences as opportunities to build rapport with racialized students, and, to consider normalized and overt racism as key determinants of students' progress and wellbeing. Ultimately, policies that build on racialized students' efforts and vision for a more inclusive community must be fostered. [ABSTRACT FROM AUTHOR]

The popularity of Participatory Action Research (PAR) increases the risk of tokenism and blurring the boundaries of what might be considered 'good' PAR. This became a pressing issue when we were invited by the City of Amsterdam to conduct PAR on digital inequality with vulnerable citizens in Amsterdam, within serious constraints of time and budget. We decided to take up the challenge to offer citizens an opportunity to share their needs. This paper aims to increase the transparency of the complex reality of a PAR process in order to help new researchers learn about the challenges of PAR in real-life situations, and to open up the discussion on the quality and boundaries of PAR. Though we managed to implement some core ethical principles of PAR in this project, two were particularly under pressure: democratic participation and collective action. These jeopardized collective learning and might unintentionally feed stereotypes regarding people's capabilities. Nevertheless, this small and local study did manage to create ripples for change. [ABSTRACT FROM AUTHOR]

"Dissident minorities" are members of marginalized groups who dissent from the consensus group position on matters seen as critical to their group's collective liberation. This paper articulates the distinctive political status—powers, vulnerabilities, and obligations—of dissident minorities. Dissident minorities may be especially vulnerable to slurs or ostracism as "self-hating." But they also can wield significant public influence by positioning themselves as exceptional and exemplary members of their group. Both the powers and vulnerabilities of dissident minorities, in turn, converge around the prospect of "tokenization"—the use of the dissident minority's dissident opinion by majority group actors as a means of discharging a stipulated obligation to engage with the minority group writ large. While dissident minorities should be free to hold and advocate for their divergent positions in public spaces, they retain a distinctive obligation to not offer themselves out as adequate replacements for engagement with the broader group. [ABSTRACT FROM AUTHOR]

African American women visiting certain foreign countries become involuntary spectacles because of their hypervisibility. Their encounters with citizens of those countries signals their status as 'the other.' This study asks: how do African American women describe and respond to their hypervisibility in Japan and South Korea? Data include descriptions of 405 encounters recorded in weblogs written by African American women visiting Japan and South Korea to teach English as a second language or study abroad. Employing content analysis, I find bloggers describe feeling uncomfortable and marginalized because of attention their race attracts, and discomfort and marginalization generate psychological distress. They respond to encounters in the following ways: (1) they do nothing, (2) they stare back, (3) they downplay stigma, and (4) they become racial ambassadors. I conclude responses to hypervisibility challenge unequal power relations, but fail to undo them. Implications for understanding responses to marginalization are discussed. [ABSTRACT FROM AUTHOR]

Findings from five studies demonstrate that being an incidental token member in a transient group (e.g., a woman in a group of mostly men in a store line) lowers individuals' private evaluations of products that typify the negative stereotypes of the tokenized identity. Incidental tokenism activates negative stereotypes associated with the tokenized identity, which subsequently leads to a desire to disassociate specifically from identity-linked products that typify those stereotypes as opposed to all identity-linked products in general. Consistent with this theorizing, similar results emerge when negative stereotypes are activated directly, and the effect is attenuated when tokenized individuals are self-affirmed. These results demonstrate the largely unexamined consequences of being a token group member on private evaluations (vs. public behavior) in subjective, preference-based (vs. objective, performance-based) domains. [ABSTRACT FROM AUTHOR]

Globally changing economic conditions have made it necessary for men and women to cross gender based occupational lines. While some research has been conducted on the men crossing occupational barriers in Ghana, not much is known about the women venturing into male dominated occupational sectors in the informal sector. Using the concepts of 'tokenism and 'heightened visibility', this research investigated the experiences of women in male dominated informal sector occupations in Ghana. The research revealed that being numerically disadvantaged and being a woman does not necessarily lead to some of the challenges highlighted as facing other females in more formal occupational settings. On the contrary, this study has revealed how the numerical disadvantage combined with socio-cultural feminine attributes, contributes to the occupational development of women. This research recommends that future programmes aimed at female empowerment should not only focus on the academic (science; technology and mathematics) opportunities, but should also highlight the opportunities for female economic empowerment within male dominated sectors of the informal economy. [ABSTRACT FROM AUTHOR]

Gender is one of the most frequently studied variables in the literature on judicial decision-making. We add to this literature by hypothesizing that the impact of applicant gender is conditional on the gender balance in a judge's caseload. We expect that female applicants receive more favorable decisions from judges whose caseload skews strongly male. Analyzing over 40,000 rulings by the Austrian Asylum Court between 2008 and 2013, we find support for direct gender effects for applicants and judges (yet no significant interaction between the two). We also show that gender balance in the caseload is a strong moderator of applicant gender. Judges with predominantly male caseloads are strongly biased toward female applicants, whereas judges facing a gender-balanced set of applicants display hardly any gender bias at all. These findings tackle essential questions of democratic rule of law and human rights. They indicate that applicants' fundamental rights to a fair and equal trial may have been compromised. We discuss institutional remedies to reduce the potential for gender bias in Austrian asylum adjudication. [ABSTRACT FROM AUTHOR]

Citizen Science refers to the consultation, participation, engagement or involvement of the general public in research. Rationales for this interaction include increased public access and involvement of citizens in research, immersion of community values relevant to research, outreach, and educational potential with the public, and ultimately, the democratization of science. This paper focuses on the specific subset of citizen science that seeks to engage "patient partners" in health research to gain the valuable experiential knowledge of those living with a disease. Greater patient engagement in research (PER) can provide researchers with insights about citizen values and needs relevant to determining research priorities, methodology, applications, and ethical parameters; this would ideally lead to more effective real-world applications. Over the last decade, projects involving patients partners in research (PPRs) have varied from mere tokenism and undervaluation to full involvement and empowerment of patient participants - the former, a subject of criticism, and the latter, promoted as an ideal. In this article, we will argue that the value of that experiential knowledge from PPRs should not only be acknowledged through its ongoing use, but also through recognition of participants who contribute to the creation and application of new knowledge. We will explore types of recognition that might be attributed to PPRs, including scientific recognition; financial recognition or reward; personal and altruistic recognition; and the beneficial outcomes of research applications. We also will consider whether such types of recognition could be applied to the broader field of citizen science. [ABSTRACT FROM AUTHOR]

Despite the increase in DEI initiatives and the rising social awareness, diversity, equity, and inclusiveness are still scarce in many work environments. In the process of implementing a diverse group in the workplace and training programs, retention efforts should always follow recruitment strategies; it is crucial to establish an environment that offers recruited women and minorities a sense of belonging and inclusiveness. Literature shows that diversity and belonging benefit not only the individual, but also the organization, society, and health care system. Many strategies to foster a sense of belonging in the workplace have been suggested, including, but not limited to, mentorship, sponsorship, affinity groups, dashboards, and surveys. Leaderships should acknowledge DEI initiatives, promoting efforts to enhance inclusiveness and mitigate tokenism. Amid DEI criticism and backlash, it is important to continue to promote education and positive discussions and aim for cultural changes targeting rooted systemic racism and discrimination, which continue to impose an obstacle to DEIB achievements. • Strategies to enhance belonging and retention among recruited women and URMs are paramount to successfully achieve DEI. • Recruitment strategies alone are not enough, and tokenism must be acknowledged and mitigated. • Taskforce boosts social accountability, resulting in increased engagement and promotion of DEIB within the Institution. • It is important to recognize and address affinity bias in mentorship and sponsorship programs. • Education must be promoted in order to build long-term cultural changes that support fair equity and inclusiveness. [ABSTRACT FROM AUTHOR]

This qualitative study explored the perceptions and experiences of Black female doctoral students at predominantly White institutions and their impact on academic persistence and overall well‐being. Fifteen Black female doctoral students participated in semistructured interviews, and each one was administered a demographic questionnaire and was extended an opportunity to participate in member checking. All data collected from the semistructured interviews, demographic questionnaires, and member‐checking exercises were analyzed using Black feminist thought as an interpretive lens. Whereas several themes emerged and are discussed in previous articles (Shavers & Moore, 2014a, 2014b), this article focused on the "Perpetual Outsider" theme, comprising the following subthemes: (a) unwelcoming spaces, (b) tokenism, and (c) outsiders at home. Implications are offered based on identity, support systems, and group counseling. Este estudio cualitativo exploró las percepciones y experiencias de estudiantes negras de doctorado en instituciones predominantemente blancas, así como su impacto en la persistencia académica y bienestar general. Quince estudiantes negras de doctorado participaron en entrevistas semiestructuradas, y a cada una de ellas se les administró un cuestionario demográfico y se les ofreció la oportunidad de participar en seguimientos de miembros. Todos los datos recopilados a partir de las entrevistas semiestructuradas, los cuestionarios demográficos y los ejercicios de seguimiento de miembros fueron analizados e interpretados desde la perspectiva del pensamiento feminista negro. Aunque surgieron varios temas que se comentan en artículos anteriores (Shavers & Moore, 2014a, 2014b), este artículo se centra en el tema del "Forastero perpetuo", que incluye los siguientes subtemas: (a) espacios hostiles, (b) representación simbólica y (c) forasteros en casa. Se ofrecen implicaciones basadas en la identidad, sistemas de apoyo y consejería de grupo. [ABSTRACT FROM AUTHOR]

This article presents a study that sought to identify the gender dynamics prevailing in a health-related context of tokenism – nursing – in which the members of a dominant group in society – men – are proportionally scarce. Specifically, this study aimed to consider how men experience their integration into a feminized profession. Furthermore, the individual experiences and professional dynamics were placed in perspective with the results of other studies focusing on male populations in high-status professions, in particular medicine, to analyse the intersectionality of status and power. This study involved individual, semi-structured interviews with twelve male nurses, aged between 40 and 58 years, from across the six existing nursing specialties in Portugal. Analysis of the results, obtained through the Alceste software and thematic study carried out according to the social constructionist perspective in gender studies, indicates that tokenism dynamics interweave a double power asymmetry: the professional asymmetry between male doctors and male nurses, and the gender symbolic asymmetry between men and women. In the nursing profession, this double asymmetry proves beneficial to male nurses. [ABSTRACT FROM AUTHOR]

Student voice literature has been well mapped with a range of participatory frameworks and typologies over the last three decades. These acknowledge neoliberal uses of voice that reflect a pervasive marketised approach to education, where young people are consumers, teachers surveilled, and leaders are wedged between government and community accountability. We draw upon typologies from the field to investigate Principals' conceptions of student voice in Aotearoa/New Zealand schools. Practitioner awareness of the instrumentalism of particular voice strategies and associated critiques of their application provides alignment with a conception of education as a mode of making explicit social and political practice. The article highlights tensions where systemic improvement is prioritised over student agency and the right of young people to democratic participation in their schooling. [ABSTRACT FROM AUTHOR]

Sex segregation across jobs is widespread. While numerous studies have investigated how hiring contributes to this phenomenon, scholars disagree on how the gender composition of the set of candidates that firms consider (labor queues) is related to gender disparities in hiring. Theories of gendered organizations posit that organizations will tend to disadvantage females across all jobs, including jobs where females predominate. Other theories suggest that female disadvantage is more localized, and in particular that it is contingent on the sex-typing of the job. Tokenism theories posit that disparities are more acute when individuals are in the position of tokens among those being evaluated. Unique among papers in this area, we examine the relationship between the gender composition of labor queues and the degree of gender disparities in hiring using a sample of 441 firms in the high-tech sector. Importantly, our setting allows us to distinguish between the predictions of theories of sex-typing and the influence of the numeric representation of women and men among those being evaluated (tokenism theories). Our main findings strongly support Kanter's token theory: screeners disadvantage both males and females when screening for positions in which candidates of the opposite gender predominate. [ABSTRACT FROM AUTHOR]

This article focuses on "appropriation of voice" or "cultural appropriation" in the Canadian Studies classroom. It is aimed at instructors who teach Canadian Literature outside Canada, in places where Canada is itself a strange, foreign or even exotic country. Keeping classroom practice in mind, I divide the article into three sections. The first provides a classroom-oriented overview of appropriation debates; the second looks at tokenism on reading lists; the third reflects on problems of absence or of dealing with canonical texts that skim over Canada's Indigenous Peoples—specifically, by analyzing two brief examples from Stephen Leacock's Sunshine Sketches of a Little Town (1912) and one from Anne Michaels's Fugitive Pieces (1996). [ABSTRACT FROM AUTHOR]

This article presents a study that identifies the gender dynamics prevailing in a specific context of tokenism – elementary school teaching – in which the members of an otherwise socially dominant group are proportionally scarce – men. The results contradict Kanter's (1977) theory by showing that male elementary school teachers do not experience the tokenism dynamics. In line with Williams' gender perspective and Amâncio's gender symbolic asymmetry, the article finds that although men constitute a small minority in elementary education, they do not lose the social advantages they generally have: on the contrary, they seem rather to gain several privileges. Indeed, the results show strong links between the tokenism dynamics and gender asymmetry, putting the token men at an advantage. Thus, tokenism seems to be limited to maintaining the gender social order. [ABSTRACT FROM AUTHOR]

BACKGROUND: The authors continue the dialogue, initiated in 2016, discussing how disability service professionals and society at large can unintentionally create "weird" situations for people with disabilities by creating "special"— that is, segregated— activities and events for people with disabilities, rather than working to include individuals with disabilities in the activities and events that already happen in communities. The authors further explore the continuing trend of calling out and excessively celebrating people's actions and accomplishments based solely on the fact that they experience a disability. This session shares examples of people with disabilities in the news and social media, encouraging discussion about the difference between drawing attention to events that are newsworthy because of their historical context versus those that merely reinforce disability stereotypes. OBJECTIVE: It is critical to continue challenging disability stereotypes and questioning the value of segregated, disability-specific activities that serve to exclude people with disabilities from the community at large, even as they celebrate these "special" opportunities. CONCLUSION: In this session, a panel of individuals who experience disability shares personal experiences with this kind of "weirdness" and suggest ways to #stopmakingitweird. The authors provide ideas and discussion to encourage disability professionals, family members of people with disabilities, and people from the community at large to consider their own assumptions and stereotypes while challenging those whom they know and interact with to do the same. [ABSTRACT FROM AUTHOR]

Highlights • We examine how the composition of workplaces affects women's share of management in 195,534 workplaces from 1980 to 2005. • We use EEO-1 reports from the US Equal Employment Opportunity Commission and identify "tipping points" that affect women's share of management. • Regardless of workplace composition, increases in the share of non-management women predicts increases in women's share of management. • We add to the body of workplace inequality research and further illustrate the need to determine under which conditions these processes operate. Abstract This paper examines how concepts of gendered organizations, tokenism and the glass escalator affect women's share of management. Specifically, we examine how the gender composition of workplaces affects women's share of management in 195,534 workplaces using EEO-1 report data collected from the US Equal Employment Opportunity Commission from 1980 until 2005. The EEO-1 data allow us to explore the effects of gender composition on women's share of management net of labor market change, industrial change, organizational determinants, and changes in workplace segregation using workplace-level data. We draw on past research to identify potential composition levels—tipping points—in which women have more or less share of management. Our findings suggest that across all compositions, ranging from women comprising less than 15% to over 85% of the workplace, larger percentages of the non-management women are associated with greater shares of women in management. Findings offer little support for the glass escalators hypothesis extended to workplaces, but once further contextualized, the findings do suggest that workplaces are gendered in such a way that tokenism works differently for men and women. Thus, our paper adds to the body of research on gender composition and further illustrates the need to determine under which conditions these social processes operate. [ABSTRACT FROM AUTHOR]

Citizen Science refers to the consultation, participation, engagement or involvement of the general public in research. Rationales for this interaction include increased public access and involvement of citizens in research, immersion of community values relevant to research, outreach, and educational potential with the public, and ultimately, the democratization of science. This paper focuses on the specific subset of citizen science that seeks to engage "patient partners" in health research to gain the valuable experiential knowledge of those living with a disease. Greater patient engagement in research (PER) can provide researchers with insights about citizen values and needs relevant to determining research priorities, methodology, applications, and ethical parameters; this would ideally lead to more effective real-world applications. Over the last decade, projects involving patients partners in research (PPRs) have varied from mere tokenism and undervaluation to full involvement and empowerment of patient participants - the former, a subject of criticism, and the latter, promoted as an ideal. In this article, we will argue that the value of that experiential knowledge from PPRs should not only be acknowledged through its ongoing use, but also through recognition of participants who contribute to the creation and application of new knowledge. We will explore types of recognition that might be attributed to PPRs, including scientific recognition; financial recognition or reward; personal and altruistic recognition; and the beneficial outcomes of research applications. We also will consider whether such types of recognition could be applied to the broader field of citizen science. [ABSTRACT FROM AUTHOR]

Taking as a point of departure the question of whether Ibero-American music should have a more prominent presence in music history sequences currently taught at U.S. institutions of higher education this essay explores questions about diversity and tokenism in the reproduction of mainstream models of knowledge production. These issues are analyzed visà- vis the contemporary attack on the humanities in U.S. academia in order to propose alternative approaches to music education and scholarship that work as critical models to the colonialist perspective that has informed music academia for generations and to the neo-liberal project that has been slowly taking over academia in the last twenty years. [ABSTRACT FROM AUTHOR]

This paper examines how gender proportions at the workplace affect the extent to which individual networks support the career progress (i.e. time to promotion). Previous studies have argued that men and women benefit from different network structures. However, the empirical evidence about these differences has been contradictory or inconclusive at best. Combining social networks with tokenism, we show in a longitudinal academic study that gender-related differences in the way that networks affect career progress exist only in situations where women are in a token position. Our empirical results further show that women not in severely underrepresented situations benefit from the same network structure as men. [ABSTRACT FROM AUTHOR]

This study aimed to find how demographic compositions at job- and establishment-levels affect the wages of women and men. Using employer–employee matched data, this study found that the proportion of females at the job-level produces opposite results for men and women, when the jobs are embedded in female-dominated workplaces; as a consequence, the within-job gender wage gap becomes greater as the proportion of females at the workplace increases. In sum, female concentration at the workplace fortifies the negative effect of gender devaluation, a pattern that previous studies focusing on occupational-level might have missed. [ABSTRACT FROM AUTHOR]

The research is a case study of the Australian Christian Churches in South Australia concerning the development of women in senior leadership. A patriarchal culture can inhibit the development of women aspiring to senior leadership. The research explores ways of influencing cultural change by affirming the key themes of gifting, taking opportunities, and mentoring. The oral interviews allowed women to talk about their experiences, contributions, and recommendations. The women expressed their feelings, thoughts, and aspirations. The identified key themes offer potential pathways for positive change within the denomination. [ABSTRACT FROM AUTHOR]