LinkedIn Talent Insights
Tokenism occurs when a company makes a purely symbolic effort of “keeping up appearances” to
show support for diversity to avoid criticism. E.g. Recruiting small numbers of diverse candidates
to give the false perception of diversity at large.
2. Systematic Bias
It is the inherent tendency of a process to support a particular outcome. As a result, assuming a lack of diversity leads to a lack of qualified candidates. E.g. All-male leadership team, assuming there are no qualified women for the leadership positions.
3. Focusing only on visible diversity
Diversity is not limited by race or gender but also includes age, culture and socio-economic background.
Meaning the indirect, subtle, or unintentional discrimination against a marginalised group. This can lead to a feeling of exclusion and an unsafe workplace. E.g. Constantly being asked about your sexual preference or racial background.
5. One-size-fits-all diversity initiatives
Diversity has many flavours and varieties. All with their own dynamics and intricacies. Don’t let it become a square peg, round hole situation.
According to Deloitte’s data, 69% of executives rate diversity and inclusion as an important issue.