tokenism

简明释义

英[ˈtəʊkənɪzəm]美[ˈtoʊkənɪzəm]

n. 象征主义；装门面；表面文章

英英释义

单词用法

同义词

反义词

例句

1.The expansion to a 24-team competition in 1982 and then again to 32 teams in 1998 brought third-world participation in the world Cup to a level a good way beyond tokenism.

1982年世界杯扩军到24支球队，1998年再次扩到32支球队真正给了第三世界国家参加世界杯的机会，而非做做样子。

2.The expansion to a 24-team competition in 1982 and then again to 32 teams in 1998 brought third-world participation in the world Cup to a level a good way beyond tokenism.

1982年世界杯扩军到24支球队，1998年再次扩到32支球队真正给了第三世界国家参加世界杯的机会，而非做做样子。

3.Is his promotion evidence of the minorities' advance, or mere tokenism?

他的提升是证明了少数民族进步呢，还是仅仅只是装点门面而已？

4.Young players should emerge on merit, not because of tokenism, but if we have fewer players in the squads it will create more opportunities.

年轻人需要出头，这不是形象工程。如果我们球队里年轻人太少，那么就得制造机会。

5.Appointing one woman to the otherwise all-male staff could look like tokenism.

给原本清一色的男职员队伍增派一位女性会显得是装点门面。

6.Nobody likes quotas: they smack of tokenism and unfair competition.

没人喜欢定量：定量看上去有些做表面文章和不公平竞争的意思。

7.Women have not even reached the level of tokenism that blacks are reaching.

妇女甚至还没有达到黑人所达到的象征性的平等水平。

8.The charity's initiative to include young people was criticized for being mere tokenism rather than a real effort to involve them.

该慈善机构的青年参与倡议因只是简单的象征性做法而受到批评，而不是实质性地让他们参与。

9.His promotion was viewed as tokenism since he was the only minority in the management team.

他的晋升被视为象征性做法，因为他是管理团队中唯一的少数族裔。

10.The company's efforts to promote diversity felt more like tokenism than a genuine commitment to inclusion.

这家公司推动多样性的努力更像是象征性做法，而不是对包容的真正承诺。

11.She was invited to the panel, but it seemed like tokenism because there were no other women represented.

她被邀请参加小组讨论，但这似乎是象征性做法，因为没有其他女性代表。

12.Many organizations engage in tokenism by hiring a few individuals from underrepresented groups without changing their overall culture.

许多组织通过雇佣少数来自弱势群体的个体而参与象征性做法，却没有改变整体文化。

作文

In recent years, the term tokenism has gained prominence in discussions surrounding diversity and inclusion in various sectors, including workplaces, educational institutions, and media. Tokenism refers to the practice of making a symbolic effort to be inclusive to members of marginalized groups, often without providing them with genuine opportunities or support. This superficial approach can lead to a false sense of progress while failing to address the underlying issues of inequality and discrimination.For instance, in many corporate environments, companies may hire a few individuals from underrepresented backgrounds to showcase their commitment to diversity. However, these individuals often find themselves isolated and unsupported, as the organization does not implement meaningful changes to foster an inclusive culture. This is a classic example of tokenism, where the presence of a minority employee is merely a façade to appease critics and enhance the company’s image.The implications of tokenism extend beyond individual experiences; they can perpetuate systemic inequalities. When organizations fail to create an environment that genuinely values diversity, they inadvertently reinforce stereotypes and marginalize the very groups they aim to uplift. For example, when a company highlights its diverse workforce but does not promote equitable practices, it sends a message that diversity is only skin deep. This can lead to disillusionment among employees who feel their contributions are undervalued or overlooked.Moreover, tokenism can have detrimental effects on the mental health and well-being of those who are placed in token roles. Individuals may experience feelings of inadequacy, frustration, and loneliness, as they grapple with the reality that their presence is not based on merit but rather on fulfilling a quota. This can result in high turnover rates among minority employees, further exacerbating the lack of diversity within organizations.To combat tokenism, it is essential for organizations to adopt a holistic approach to diversity and inclusion. This includes implementing robust mentorship programs, creating pathways for advancement, and fostering a culture of respect and belonging. Organizations should prioritize listening to the voices of marginalized groups and actively involve them in decision-making processes. By doing so, they can move beyond mere representation and work towards creating an environment where everyone feels valued and empowered.In conclusion, while the intention behind diversity initiatives is often positive, the prevalence of tokenism can undermine these efforts and perpetuate existing inequalities. It is crucial for organizations to recognize the difference between genuine inclusion and superficial representation. Only by addressing the root causes of inequality and committing to meaningful change can we hope to create a society that truly values diversity in all its forms. The fight against tokenism is not just about numbers; it's about creating a culture that embraces and uplifts every individual, regardless of their background.

近年来，术语tokenism在关于多样性和包容性的讨论中变得越来越重要，包括在职场、教育机构和媒体等各个领域。Tokenism指的是对边缘化群体进行象征性包容的做法，通常并没有为他们提供真正的机会或支持。这种表面的做法可能导致一种虚假的进步感，同时未能解决不平等和歧视的根本问题。例如，在许多企业环境中，公司可能会雇用少数几位来自代表性不足背景的员工，以展示其对多样性的承诺。然而，这些员工常常发现自己孤立无援，因为组织并没有实施有意义的变化来促进包容文化。这是tokenism的经典例子，其中少数族裔员工的存在仅仅是为了安抚批评者和提升公司的形象。Tokenism的影响超出了个人经历；它可以延续系统性的不平等。当组织未能创造一个真正重视多样性的环境时，他们无意中强化了刻板印象，并使他们旨在提升的群体边缘化。例如，当一家公司强调其多样化的员工队伍但不推广公平的做法时，它传达的信息是多样性只停留在表面。这可能导致员工失望，因为他们觉得自己的贡献被低估或忽视。此外，tokenism可能对那些被置于象征性角色的人的心理健康和幸福感产生不利影响。个人可能会经历不充分、沮丧和孤独的感觉，因为他们在努力应对现实，即他们的存在不是基于能力，而是为了满足配额。这可能导致少数族裔员工的高流失率，进一步加剧组织内多样性的缺乏。为了打击tokenism，组织必须采取全面的多样性和包容性方法。这包括实施强有力的导师计划，创造晋升路径，以及培养尊重和归属的文化。组织应该优先倾听边缘化群体的声音，积极让他们参与决策过程。通过这样做，他们可以超越单纯的代表性，努力创建一个每个人都感到有价值和有权力的环境。总之，尽管多样性倡议背后的意图通常是积极的，但tokenism的普遍存在可能破坏这些努力并延续现有的不平等。组织必须认识到真正的包容与表面代表之间的区别。只有通过解决不平等的根本原因并致力于有意义的改变，我们才能希望创造一个真正重视多样性的社会。与tokenism的斗争不仅仅关乎数字；而是关于创造一个拥抱和提升每一个个体的文化，无论他们的背景如何。