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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.

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]

Gender scholars use the metaphor of the "glass escalator" to describe a tendency for men in women-dominated workplaces to be promoted into supervisory positions. More recently, scholars, including the metaphor's original author, critique the glass escalator metaphor for not addressing the intersections of gender with other relevant identities or the ways that work has changed in the twenty-first century. I apply an intersectional lens to understand how gender and race shape women's career paths in tech work, where twenty-first century changes to the organization of workplaces are common. I build on theories of raced and gendered labor and the glass escalator to make sense of women's careers in a contemporary field dominated by men. I find some evidence that white women, but not women of color, experience something similar to a "glass escalator" where they are promoted into management, but those promotions are a smaller step up—more step stool than escalator. These promotions move women out of technical positions and towards business and management, releasing engineering teams from the pressure to fully incorporate women. [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]

This project explores racial tokenism in the Japanese academy. It grows out of concerns regarding the low status of foreign university faculty in Japan along with a need to evaluate recent government initiatives aimed at fostering "internationalization" of Japanese higher education. In this three-year case study, I investigated the work conditions of faculty hired as full-time instructors for an English as Medium of Instruction (EMI) programme created as part of the internationalization initiatives at one Japanese university. Results indicate that the work of these faculty entailed strong elements of tokenism: all non-Asians, they were highly visible minorities; they lacked professional agency; and the institution sought and derived "propaganda" benefits from their visibility. In addition, these faculty themselves perceived the situation as unfair. Although frustrated, they had access to no institutional mechanisms to alter their status. Ideological underpinnings sustained this situation via a nexus of beliefs surrounding English studies, English native speakers, internationalization, and race. These findings illustrate how policy statements touting internationalization were depleted of transformative moment at the ground level. [ABSTRACT FROM AUTHOR]

Black women who are tokenized in the workplace experience race and gender-based discrimination and thus, may shift their identities to mitigate the negative outcomes associated with discrimination. Identity shifting is the conscious or unconscious process of shifting one's language, and/or cultural behaviors. In this conceptual paper, we briefly examine three major identity shifting theories – identity negotiation theory, cultural contract paradigm, and the phenomenological variant of ecological systems theory – summarizing the tenets and applications of these models and highlighting the ways in which intersecting identities can shape Black women's experiences in the workplace. Building upon previous research, we also offer recommendations for further development of identity shifting theories that integrate how the intersection of multiple identities (e.g., race and gender), respectability politics, tokenism, and racialized gendered socialization can influence motivations and pressures to engage in identity shifting in the workplace. Finally, recommendations are provided for managers and employers seeking to foster an inclusive workplace, and for researchers and theorists wanting to further the understanding of the complexities of identity shifting among individuals with multiple stigmatized identities. • Identity shifting among Black women occurs to lessen their visibility at work. • Identity shifting has positive and negative consequences for work and well-being. • Summaries and applications are provided of three major identity shifting theories. • An intersectional and contextual model is proposed to explore identity shifting. • The research has implications for employers creating an inclusive work setting. [ABSTRACT FROM AUTHOR]

Because of their minority group status and underrepresentation, faculty of color (FOC) are tokens and as such, are highly visible within the academy. Paradoxically, token status may result in their being made to feel simultaneously invisible (e.g., accomplishments are unimportant, lack of belonging) and hypervisible (e.g., heightened scrutiny). Drawing from 118 interviews, we identified six themes related to how Black, Hispanic/Latinx, Asian, and American Indian faculty members at a single, predominantly White, research-intensive university, describe issues of (in)visibility at work. FOC experienced hypervisibility when they were treated as Tokens and used to represent diversity within the institution, and they felt invisible when they experienced Social and Professional Exclusion and Epistemic Exclusion (i.e., lack of recognition for their scholarship and achievements) from colleagues. FOC responded to tokenism and exclusion using three (in)visibility strategies: Strategic Invisibility (i.e., disengaging with colleagues while remaining engaged with their scholarly activities) to remove themselves from negative environments; Working Harder to prove themselves, counter exclusion, and create positive visibility; and Disengagement (i.e., removed effort from work). Our analysis suggests that a lack of control over one's (in)visibility is problematic for FOC. In response, FOC may attempt to increase or decrease their own visibility to counter such experiences, often with some positive effects. • Faculty of Color (FOC) experience hypervisibility as diversity tokens. • FOC feel invisible because of social/professional and epistemic exclusion. • Lacking control over one's (in)visibility results in distress. • FOC work harder to counter exclusion and create positive visibility. • FOC use strategic invisibility to remove themselves from negative environments. [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]

In this study, it is aimed to introduce and examine the tokenism phenomenon. Kanter (1977) argued tokenism as an "artificial appearance" achieved by including a limited number of individuals in the minority group in effective positions within the existing group due to their characteristics (gender, race, religion, age, etc.) accepted as disadvantage or groups' characteristics different from the dominant group. In this context, tokenism is examined conceptually and then the group typologies serving to the tokenism are stated on the basis of proportional distributions. Then dimensions of restrictions and limitations applied by the dominant group to the tokens are addressed, and socio-psychological approaches supporting and providing a basis for the theory of tokenism are explained. [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]

The assumption that a diverse environment or setting is inclusive is problematic. Organizations still practice a barrier to inclusion, tokenism, which involves an overemphasis on recruitment of an arbitrary number of underrepresented group members. Tokenism may contribute to the appearance of a diverse organization, but it undermines underrepresented group members' abilities to contribute in an organization's decision making, leadership, and community outreach. One way to mitigate tokenism in society is to address it with university students. This study examines ways to use the classroom as a safe space to effectively incorporate the similarities--differences dialectic and the Staircase Model of Intercultural Communication Flexibility in intercultural pedagogy. Thematic and statistical analysis of 32 students' sensemaking activities revealed five themes regarding students' experiences with diversity and inclusion. Analysis of student responses to a course assessment questionnaire indicates that the classroom provides accessible ways to communicate about the similarities--differences dialectic. [ABSTRACT FROM AUTHOR]

This research reveals how the experienced "tokenism" by sex workers' representatives who take part in HIV prevention and care partnerships hinges on a lack of expertise by "technical experts" to make use of the different types of knowledge brought to the policy table by them. The article further explores other tensions and opportunities within HIV prevention and care partnerships in Kenya, including the effect of criminalization and devolution on the partnerships. Recent strategic frameworks developed by the government explicitly mention the need for horizontal partnerships between sex workers and government as a crucial step to achieve a more unified and effective response to HIV/AIDS. In addition, during several conversations, government representatives also maintained that more horizontal partnerships can only be achieved through community participation. They defined this as taking sex workers as equal partners in policy development and program implementations. In practice, however, such partnerships have yet to become fully established. All this leads to the main question: where and why do gaps exist between policy visions and actual practices in HIV prevention and care partnerships between government and sex worker-led organizations in Kenya? [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]

This paper engages with the Māori perspectives in the Tax Working Group Future of Tax report. It is argued that a Māori worldview can contribute to a more equitable and sustainable tax system, and that engaging with Māori people and worldviews beyond tokenistic and obligatory gestures has the potential to alter/disrupt prevailing systems of public policy in subtle yet commanding ways. Two frameworks informed by Māori knowledge within the report are introduced and evaluated for their ability to inform and enhance policy development. One aspect of these frameworks is explored in detail and it is argued that while this can provide a profound shift in thinking, rights must be acknowledged and addressed to avoid tokenism. We conclude that achievement of genuine government - Māori partnership in policy development requires clear strategies that communicate to the public why Māori engagement in developing tax policy is not only an obligation on the government of New Zealand under the Treaty of Waitangi, but will result in positive outcomes for all New Zealanders. [ABSTRACT FROM AUTHOR]

Despite evidence showing the importance of social determinants of Indigenous health and Indigenous rights for health and equity, they are not always recognised within policy. This scoping review identified research on public policy and Indigenous health through a systematic search. Key themes identified included the impact of ongoing colonisation; the central role of government in realising rights; and the difficulties associated with the provision of mainstream services for Indigenous Peoples, including tokenism towards Indigenous issues and the legacy of past policies of assimilation. Our approach to problem representation was guided by Bacchi (2009). Findings from the review show social determinants of Indigenous health and Indigenous rights may be acknowledged in policy rhetoric, but they are not always a priority for action within policy implementation. [ABSTRACT FROM AUTHOR]

Increasingly progressive organisations are changing how they see and work with young people. Such organisations as well as government are acknowledging the invaluable skills and insights young people with lived experiences can contribute as youth leaders, and genuine co-design partners shaping policy with key decision makers. This paper presents three care experienced perspectives on the benefits and challenges of capturing the voices of young people to inform policy and organisational decision-making in youth services. Sharing models of effective youth participation in policy development may lead to improved policy making and greater efficiency in child welfare service delivery. Encouraging young people's participation and empowerment involves a range of 'soft skills' that can be resource and time intensive. Sharing learning and knowledge from and about this work can be difficult as a result. The authors work on many innovative and important youth participation projects and seek to share young people's suggestions for how to facilitate meaningful participation for young people. Strategies for avoiding tokenism and increasing shared decision-making are discussed. [ABSTRACT FROM AUTHOR]

It is generally assumed that Family Group Conference (FGC) is a culturally adequate method for social work in indigenous communities. In this meta-synthesis, we question this assumption. Through systematic and strategic searches, we explored the existing trends of FGC research in indigenous contexts. 26 peer-reviews articles, and 8 books and reports, are included in the literature review. Our analyses reveal that there is a tendency towards taking the cultural adequacy of FGC for granted. A few researchers question these assumptions, and debate tokenism and colonialism in social work. We argue that implementing FGC in new communities requires foundation in local, cultural contexts. [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]

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]

Youth participation and engagement were examined and reviewed using three core Child and Youth Care (CYC) contexts: engagement, relationships and self. It was found that meaningful youth participation occurred when a tangible change process followed young people's engagement with adults. Different types of youth participation were reviewed. The research revealed several barriers to meaningful youth engagement, such as tokenism, social power imbalances, and biases on the part of both the young people and the practitioners. Young people in care, in particular, face barriers to youth engagement. Positive youth engagement is achieved when young people are seen as experts in their own lives and are engaged as primary stakeholders in their own plan-of-care meetings. This process can be augmented by the presence of youth engagement facilitators, which CYC practitioners are ideally suited to be. Critical selfreflection can help practitioners become aware of their own definitions of and biases towards youth engagement. Given that there is no one agreed upon definition of youth engagement, it differs between individuals and organisations. Youth are often engaged following the completion of a programme. Scholars purport that youth should be engaged in the planning, creation and final evaluation stages of programme administration. [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]

Kanter's theory of numerical imbalance states that the successful integration of an organizational member whose social category (e.g., sex, race) is different from the workgroup majority is an inverse function of the degree of imbalance in the numerical proportion of majority to minority members. This paper challenges this stand, arguing that individual responses to the token minority role and the majority member's role can vary when other sources of status and power are considered. [ABSTRACT FROM AUTHOR]

A comparison of job performance of Mexican-American and non-Mexican-American employees in various city departments and in a large department store measured absentee rates, accident rates, efficiency ratings, promotional test scores, and sales records. The conclusions revealed that Mexican-Americans meet the same qualifications as non-Mexican-Americans in employment areas. [ABSTRACT FROM AUTHOR]

From a social equality representation perspective, advertising should ideally mirror the multicultural composition at the national market, because mass-mediated identity representations may act as cultural resources for those with marginalised identities. To investigate the observance to such an ideal in a context where the ethnic and racial composition of the population saw a rapid change, this article examines 676 Swedish TV commercials in over the period 2008–2017, and analyses the representation of non-White persons of colour (POC). Through this quantitative and qualitative examination, we find that POC are indeed visible in the commercials, but predominantly in the background or playing minor roles. With the, at times, unproportionally high representation of racial and ethnic diversity in Swedish advertising, we find significant tokenism, or in other words, the structurally ineffectual approach common in market-based multiculturalism.

The therapeutic relationship is central to music therapy practice. In this article, the authors describe an important thread of learning about relationship building that emerged in an action research project with three communities supporting marginalized young people in Melbourne, Australia. Specifically, this article articulates critical considerations about relationship building for music therapists striving for collaboration in their practice. Collaboration and participatory practice are increasingly described in the music therapy literature, reflecting contemporary notions of inclusion and consumer participation worldwide. As music therapy practices continue to evolve in an increasingly diverse range of contexts, it is important that foundational concepts that underpin music therapy are re-examined to avoid tokenism and ensure best practice. In this article, we propose two aspects of relationship building—"hanging out' and 'buying in"—that emerged in this study as essential to music therapy projects with a collaborative orientation. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the significance of gender diversity on corporate boards in India in the light of recent regulatory reform introduced in the Companies’ Act, 2013 which mandated the presence of at least one woman on the corporate boards of all the listed firms.Design/methodology/approach Based on a panel of 300 firm-year observations for 15 years from 2001 to 2015, regression analysis has been conducted to analyze the relation between gender-related variables of corporate boards with firm-specific financial characteristic, cost of equity (COE) and return on assets (ROA) of firms listed in CNX Nifty, a major financial market index of India.Findings The analysis indicates that boards with gender diversity explain a slightly more than 5.5 percent change in a firm’s COE and have a much higher impact of 45 percent on a firm’s ROA. The presence of female directors on the boards and their independence have a negative association with the COE, whereas the level of involvement of female directors on different committees has a positive association with the ROA.Practical implications The findings may help theorists in defining the right mix of female on the corporate boards in an emerging economy. Also, by taking input from the findings, regulators and industry can formulate policies to foster gender diversity on corporate boards in India.Originality/value This study considers the recent regulatory norm introduced in India. This issue has still not been discussed and analyzed by researchers in India. It attempts to explain the impact a gender diverse board can make on a firm’s performance. It also makes valuable recommendations to improve the norms intended to more effectively foster gender diversity on corporate boards in India. [ABSTRACT FROM AUTHOR]

This article revisits the concept and practice of tokenism in collective child participation, querying whether it is accurate to describe it as ‘non-participation’ and assessing the extent to which it may offer a useful and sometimes necessary step on the journey to more respectful and meaningful engagement with children. It concludes by reflecting on the quality of the feedback given to children and the role that improved feedback might play in addressing the challenge of tokenism. [ABSTRACT FROM AUTHOR]

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Community members seek benefits-sharing planning agreements to advance their own distributive justice goals by directing benefits to communities. Nonideal theory does much to explain the context and possibilities for these agreements. The agreements forged between communities and development interests seek to address, but not completely achieve, distributive justice via consensus about incremental changes in project benefit distribution. However, implementation and outcomes can vary widely. This article develops theory to conceptualize a practical framework for these planning agreements using nonideal justice theories, granted the triple concerns of inaction, tokenism, and rhetorical trickery posed by ineffective implementation. The Crenshaw Light Rail Project in Los Angeles illustrates the issues in play. [ABSTRACT FROM AUTHOR]

Gender mainstreaming in sexual and reproductive health (SRH) services like family planning in Malawi remains a significant approach in development. Yet, the expected gender related changes in gender mainstreaming focused SRH projects have been inadequate. The central aim of this paper is to expose the salient reasons behind the inadequate gender relations changes in the family planning (FP) SRH projects implemented by the local organisations. The study employed an exploratory design with more qualitative focus and a bit of quantitative approach. The empirical data for this article was collected in gender focused SRH projects implemented in selected communities in the last five years by three organisations in Malawi.4 The findings show that, the way project staffs understood the gender mainstreaming strategy affected how they designed and introduced the strategy. Subsequently, this affected the realization of the gender related changes from the projects. Furthermore, it was found that gender related changes were compromised where gender analysis had not been done. Further, the involvement and inclusion of men and women during the family planning projects implementation was mere tokenism. Therefore, the paper recommends that, a systematic process need to be in place when introducing gender mainstreaming in SRH projects for the organisations to achieve gender related outcomes. This entails ensuring that gender analysis is done prior to the SRH projects implementation to understand gender needs and before the staff involves men and women jointly during the projects cycle stages. This paper will contribute to the discussion on the determinants of gender mainstreaming strategy in SRH programmes. [ABSTRACT FROM AUTHOR]

Amid ongoing controversies in ethnography concerning representation, reproducibility, and generalizability, social scientific scholarship has increasingly taken a mixed-methods turn. While studies that blend qualitative and quantitative data promise to enhance the validity of representations of social worlds under analysis, they cannot escape contending with foundational dilemmas of scientific translation, integration, and commensurability across methodological paradigms. Recent debates have ignited a new line of inquiry about the integration of multiple methods in ethnography. In this paper, we argue that “cameo appearances”—the summoning of either qualitative or quantitative analyses in separate, purely mono-method studies—amounts to a form of methodological tokenism under the guise of methodological pluralism. We articulate sampling design, enhanced training, and curriculum development as crucial for arbitrating these debates as mixed-methods research emerges as a distinct innovation in twenty-first-century ethnography. [ABSTRACT FROM AUTHOR]