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Dismantling Racism Resource Book

Is the organization prepared not to tokenize the people of color
who are part of the organization?

Tokenism is the act of placing a limited number of people (pick one and only one) from a
non-dominant group for a prestigious position in order to deflect criticism of oppression.
Tokenism is a form of co-optation. Sometimes it takes “the best and brightest of the
most assimilated, rewards them with position and money (though rarely genuine leadership
and power), and then uses them as a model of what is necessary to succeed, even though
there are often no more openings for others who may follow their model. Tokenism is a
method of limiting access that gives false hope to those left behind and blames them for
“not making it.” “If these two or three black women can make it, then what is wrong with
you that you can’t?”

Sometimes tokenism is unconcerned with credentials or expertise. Under pressure to stop
the displacement of Southeast Asians caused by urban “redevelopment,” the mayor
appoints a Vietnamese businessman to head a task force on the problem. The businessman
has no expertise on housing or displacement but hopes to benefit from the redevelopment.
By appointing this “token,” the mayor hopes to create the appearance of concern for, or
even accountability to, the community.

Typically the tokenized person receives pressure from “both sides.” From those in power,
there is the pressure to be separate from one’s race (for instance) while also acting as a
representative of the entire group. The tokenized person is expected to become a team
player, which means that identifying racist activity within the organization or working on
behalf of one’s community is seen as disloyalty. The pressure from one’s community, on
the other hand, is to fight for that community’s concerns, in other words, to help from the
inside. Of course, it is virtually impossible to work from the inside because the tokenized
person is isolated and lacks support. It is a “no win” situation, filled with frustration and
alienation.
Example: Recruiting a person of color on an otherwise white board of directors with no
intention of actually changing programs in order to serve the needs of people of color.

Adapted from Suzanne Pharr’s “ Common Elements of Oppression”

As a multi-racial organization takes on racial justice work, people of color could be put into
uncomfortable positions within the organization. People of color may want to take the
opportunity to caucus in order to build a strong network of support as they enter a racial
justice campaign. The caucus may allow people of color to assess whether the organization
is tokenizing them in order to put a “colored face” to the campaign while marginalizing
people of color from meaningful positions of leadership in the campaign. The caucus may
also allow people of color an opportunity to address the impact of internalized racism on
members and leaders as active participants in moving a racial justice agenda.

Dismantling Racism Project 102 Western States Center