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One possible downside of a corporate focus on recruiting people of color is the inadvertent creation of a "token," someone who is viewed more as a representative icon than as an individual.
When differences are highly visible, as with a person's race, token employees may feel the fate of a people rests on their shoulders. "I often felt I was carrying the whole black race around with me," says one lawyer describing her experience in a firm where she was one of three black associates in a firm of 200 attorneys. "If I failed, it might shut the door on opportunity for people like me forever."
Often socially isolated and evaluated more on qualities unrelated to job performance, those employees perceived as tokens suffer as a result. According to Dr. Rossabeth Moss Kanter's research published in Men and Women of the Corporation, tokens experience added workplace pressures.
Sometimes coworkers and bosses engaged in sophomoric tests of loyalty. "I was the top salesperson in my company," says William Jones, now a private entrepreneur. "At the company Christmas party, my boss gave me a shoe shine kit right there in front of the entire staff. He did it because he thought he could get away with it. It was his way of slapping me down a notch, or so he thought. When we should have been celebrating my team's financial success for the year, he made it personal."
An Object of Scrutiny
Being one among many can lead to typecasting and excessive examination by colleagues. "It's about perception," says Niki Ingram, an attorney. "Three white people at the water cooler are having a conversation. Three black people doing the same thing are plotting a revolution."
Is tokenism only about being one of the few among many? Yes and no. Being the only African American in a work group doesn't equate with being a token. The distinction is how you're treated. What recourse do you have if you are regarded in an exclusionary manner? Here's what you can do:
Build a Network
A strong support group can be the key to maintaining your sanity—and your perspective. If the numbers of people like you are small in your company, reach beyond the corporate borders to friends, colleagues and others who can provide a safety valve. If you need it, seek professional help to strengthen your coping skills. Mentors can be helpful, but be careful of aligning yourself with only one individual.
Watch for Extremes
Research shows that people who feel they are in the position of being a token may swing from overachievement to laying low. The stress associated with maintaining either posture for long periods of time can be tremendous.
Turn the Tables
If you find yourself falling into the role of victim, see if you can switch things around. Think about confronting the situation and addressing behaviors you feel are unacceptable. Before you do this, be clear about the goals you want to achieve in your position and how the negative impact of others' perceptions of you are affecting whether or not you can accomplish those goals. Look for ways to change the dynamics.
Be Observant
If you're interviewing at a company and don't see any African Americans in the interviewing process, find out why. You might choose to pioneer. Just make sure you look closely at the environment and understand the office politics before you leap.
Head for the Door
One person's stress is another person's motivator. Only you can determine if the price is worth the rewards. Work is about more than survival -- it's about flourishing as well.
