tokenistic

简明释义

英[/ˌtoʊkəˈnɪstɪk/]美[/ˌtoʊkəˈnɪstɪk/]

象征性的

表面的

英英释义

单词用法

同义词

反义词

例句

1.Whether he can fix them is another question: the Conservatives' old, tokenistic plan for a tax break for married couples, discussed again this week, is unlikely to help.

但是他能不能解决它们又是另一回事了：保守党曾有一个对已婚夫妇减免税收的计划，但早已年代久远，而且只是做做样子而已，这周却被重新提出来讨论，看样子不像能帮上什么忙。

2.Minority cultures were often featured in stereotypical or tokenistic ways, for example, by portraying Asian culture with chopsticks and traditional dress.

有关少数族裔文化的描写片段往往很刻板，或者只停留在表面，例如，用筷子和传统服饰表现亚洲文化。

3.Whether he can fix them is another question: the Conservatives' old, tokenistic plan for a tax break for married couples, discussed again this week, is unlikely to help.

但是他能不能解决它们又是另一回事了：保守党曾有一个对已婚夫妇减免税收的计划，但早已年代久远，而且只是做做样子而已，这周却被重新提出来讨论，看样子不像能帮上什么忙。

4.Many organizations implement tokenistic 象征性的 measures to appear inclusive without making real changes.

许多组织实施tokenistic 象征性的措施，以看起来包容，而不进行真正的改变。

5.The company's diversity initiatives felt tokenistic 象征性的 rather than genuine.

公司的多样性计划感觉是tokenistic 象征性的而不是出于真心。

6.The charity's efforts were criticized for being too tokenistic 象征性的 instead of addressing the root causes of poverty.

该慈善机构的努力因过于tokenistic 象征性的而受到批评，而没有解决贫困的根本原因。

7.His participation in the panel was seen as a tokenistic 象征性的 gesture to satisfy diversity quotas.

他在小组中的参与被视为一个tokenistic 象征性的举动，以满足多样性配额。

8.Her promotion was seen as tokenistic 象征性的, aimed at improving the company's image rather than recognizing merit.

她的晋升被视为tokenistic 象征性的，旨在改善公司的形象，而不是基于优点。

作文

In recent years, many organizations and institutions have made significant strides towards promoting diversity and inclusion. However, despite these efforts, there remains a tendency for some initiatives to be merely tokenistic. This term refers to actions that are superficial or symbolic rather than substantive, often undertaken to give the appearance of equality without making real changes. In this essay, I will explore the implications of tokenistic practices in the workplace and society at large, and why it is crucial to move beyond such gestures to achieve genuine inclusivity.Firstly, it is important to recognize that tokenistic efforts can undermine the very goals they aim to achieve. For instance, when a company hires a small number of individuals from underrepresented groups solely to meet diversity quotas, it may create an environment where these employees feel isolated or undervalued. Instead of fostering a sense of belonging and empowerment, tokenistic hiring practices can lead to resentment and disengagement. Employees may feel that their presence is more about fulfilling a requirement than about their skills and contributions, which can ultimately harm workplace morale and productivity.Moreover, tokenistic initiatives often fail to address the root causes of inequality. For example, a university might host a few events celebrating diversity while neglecting to examine its admissions policies or curriculum. Such actions can give the illusion of progress while leaving systemic issues unchallenged. To create lasting change, institutions must engage in deep reflection and reform, moving beyond surface-level gestures to implement policies that promote equity and justice.Another critical aspect of tokenistic practices is their potential to alienate those they intend to support. When marginalized groups perceive that their representation is merely a façade, it can lead to disillusionment and skepticism. This is particularly evident in social movements, where organizations may adopt tokenistic measures to align themselves with popular causes without committing to meaningful action. As a result, activists and community members may become wary of partnerships that lack authenticity, hindering collaboration and progress.To combat tokenistic approaches, organizations must prioritize genuine engagement and accountability. This involves creating spaces for marginalized voices to be heard and actively involving them in decision-making processes. By doing so, organizations can ensure that their efforts are not only inclusive but also reflective of the diverse experiences and perspectives within their communities. Furthermore, measuring the impact of diversity initiatives through data and feedback can help organizations assess their effectiveness and make necessary adjustments.In conclusion, while the intention behind diversity and inclusion initiatives is often commendable, it is essential to recognize and address the pitfalls of tokenistic practices. Superficial gestures may provide a temporary sense of progress, but they ultimately fail to create meaningful change. To foster true inclusivity, organizations must commit to examining their policies, engaging with marginalized communities, and implementing substantive reforms. Only then can we hope to build a society that values diversity not as a checkbox to be ticked, but as a fundamental aspect of our collective strength and resilience. It is time to move beyond tokenistic actions and strive for a future where everyone is genuinely valued and included.

近年来，许多组织和机构在促进多样性和包容性方面取得了显著进展。然而，尽管有这些努力，某些举措仍然存在表面化的倾向，即仅仅是象征性的。这个术语指的是那些表面上或象征性而非实质性的行动，通常是为了给平等的外观而采取的，而没有真正的改变。在这篇文章中，我将探讨象征性做法在职场和社会整体中的影响，以及为什么超越这种姿态以实现真正包容性至关重要。首先，重要的是要认识到象征性的努力可能会破坏它们旨在实现的目标。例如，当一家公司仅雇佣少数来自代表性不足群体的个人以满足多样性配额时，可能会创造出一种这些员工感到孤立或被低估的环境。这样的做法并没有培养归属感和赋权，而是可能导致怨恨和脱离。员工可能会觉得他们的存在更多是为了满足要求，而不是基于他们的技能和贡献，这最终会损害工作场所的士气和生产力。此外，象征性的举措往往未能解决不平等的根本原因。例如，一所大学可能举办几次庆祝多样性的活动，而忽视审查其招生政策或课程。这种行为可能给人一种进步的错觉，同时留下系统性问题未受挑战。要创造持久的变化，机构必须进行深刻反思和改革，超越表面上的姿态，实施促进公平和正义的政策。象征性做法的另一个关键方面是它们可能使那些它们意图支持的人感到疏远。当边缘化群体意识到他们的代表性只是一个表面现象时，可能会导致失望和怀疑。这在社会运动中尤为明显，组织可能采取象征性措施以与流行事业保持一致，而不承诺采取有意义的行动。因此，活动家和社区成员可能会对缺乏真实性的合作伙伴关系产生警惕，从而阻碍合作与进展。为了应对象征性的方法，组织必须优先考虑真正的参与和问责制。这涉及到为边缘化声音提供发言空间，并积极让他们参与决策过程。通过这样做，组织可以确保他们的努力不仅具有包容性，而且反映出其社区内多样化的经历和观点。此外，通过数据和反馈来衡量多样性倡议的影响，可以帮助组织评估其有效性并进行必要的调整。总之，尽管多样性和包容性倡议背后的意图通常值得称赞，但承认和解决象征性做法的陷阱至关重要。表面的姿态可能提供暂时的进展感，但最终未能创造有意义的变化。为了促进真正的包容性，组织必须致力于审查其政策、与边缘化社区互动并实施实质性改革。只有这样，我们才能希望建立一个重视多样性不仅仅作为一个选择框，而是作为我们集体力量和韧性基本方面的社会。是时候超越象征性的行动，努力实现一个每个人都被真正重视和包容的未来。