Beyond the Diversity Illusion: Unmasking Tokenism and Sparking Real Change

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Exciting News! Join Me at the SMAE London Business Awards Masterclass

Before we delve into the complexities of tokenism and workplace transformation, I’m thrilled to share some exciting news! I received the Businessperson of the Year 2024 award at the SME London Business Awards earlier this year. This accolade was not just a personal milestone but a testament to the work we all strive to do—creating workplaces where every individual can thrive.

Following the success of the London Chamber of Commerce and Industry’s inaugural SME London Business Awards in February 2024, I’m pleased to announce that I will co-host a free, in-person Masterclass on Tuesday, September 10th, 2024. This event will help aspiring award entrants understand what it takes to create an award-winning, equitable business.

What to Expect at the Masterclass:

• Learn from My Journey: I’ll share insights into my experience winning the Businessperson of the Year award, including the strategies and values that drove my success.

• Award-Winning Tips: The Masterclass will provide practical advice on crafting a compelling award entry tailored to the SME London Business Awards categories.

• Interactive Session: This will be an engaging session where we explore the steps you can take to enhance your business’s profile and increase your chances of winning.

A Review of the First Masterclass: Setting the Stage

Now, if you thought the first Masterclass was all about heartfelt inspiration and practical advice, wait until you see what we have in store for this one!

Learn more about the awards here: SME London Business Awards

Join Us for the Masterclass:

If you’re considering entering the awards but aren’t sure where to start, this Masterclass is your perfect opportunity. Gain top tips on submitting a winning entry and learn from past winners' experiences.

To secure your free September 10th, 2024, Masterclass spot.

I look forward to sharing my journey with you and helping you on your path to success!

The Illusion of Equality: Unmasking Tokenism in the Workplace

Diversity, Equity, Equality, and Inclusion (DEEI) have become corporate buzzwords, but how often do they translate into meaningful change? Too many organisations focus on the optics of diversity—ensuring the correct numbers are in place—without addressing the deeper issues perpetuating inequality. This, my friends, is tokenism. It’s like putting a fresh coat of paint on a crumbling wall—it might look good from afar, but the foundation is still shaky. Or, as I often heard growing up in Ghana, "A decorated donkey is still an ass." No matter how much you dress up the problem, the core remains unchanged and unstable if the underlying issues aren’t addressed.

Tokenism is dangerous because it creates the illusion of equality without delivering its promise. Employees from diverse backgrounds may be present in your organisation, but are they included? Are their voices heard, or are they just there to tick a box?

This sentiment echoes some of the criticisms recently voiced by Kemi Badenoch, who has argued that many DEEI initiatives are poorly executed, based on misunderstandings of the Equality Act, and risk creating more harm than good. Although I'm afraid I have to disagree with her broader political views and the implications they carry, she raises valid concerns about the superficiality of many diversity efforts. She rightly points out that DEEI should not be about ticking boxes or pandering to trends but instead focus on creating genuinely inclusive environments where everyone is protected and valued equally ​(Personnel Today).

However, it is particularly shocking to see such views from figures like Kemi Badenoch, Suella Braverman, and Priti Patel—women of colour who have ascended to significant positions within their party, which is now out of control. One might expect that their experiences as women of colour would drive them to champion more inclusive and intersectional approaches to equality. Instead, their often restrictive and divisive views on DEEI stand in stark contrast to what one might anticipate from leaders with their backgrounds ​(PinkNews,

POLITICO).

Their approaches tend to prioritise a narrow, legalistic interpretation of equality that often fails to address the systemic barriers marginalised groups face. This can undermine efforts to create workplaces where true equality and equity are realised. By contrast, Intersectional Cultural Consciousness (ICC) embraces the complexities of identity and the unique challenges individuals from diverse backgrounds face. ICC goes beyond tokenistic diversity metrics to foster environments where all voices are genuinely heard, respected, and empowered.

Download my Satirical Masterclass PDF: "The Art of Illusion"

Explore the satirical guide that delves into the subtle art of navigating diversity without rocking the boat. This Masterclass is your tongue-in-cheek guide to tokenism and cultural unconsciousness, contrasting superficial diversity efforts with the genuine impact of Intersectional Cultural Consciousness (ICC) practices.

Now, Let's Get Serious: Moving from Tokenism to True Transformation

If that satirical Masterclass felt all too familiar, you’re not alone. Tokenism is a trap many organisations fall into, often without realising it. However, real change is possible, and it starts with recognising the difference between superficial diversity efforts and meaningful transformation.

Intersectional cultural consciousness offers a pathway out of this trap. It challenges organisations to look beyond the numbers and better understand the artistic and systemic barriers perpetuating inequality. By doing so, we move from a model of diversity that is merely performative to genuinely transformative. ICC doesn’t just unmask tokenism; it replaces it with practices that nurture authentic inclusion and equity for all ​(PinkNews, Personnel Today, POLITICO).

Where Does Your Organisation Stand on DEEI?

Before we dive into the complexities of tokenism and workplace transformation, I’d love to hear from you. Understanding where your organisation stands on Diversity, Equity, Equality, and Inclusion (DEEI) can help frame our discussion. Please take a moment to participate in the poll below:

Why This Matters:
Your input will help guide the conversation as we explore the real issues behind DEEI efforts and how to move beyond superficial measures to achieve true transformation. Later in this article, I’ll address the most common challenges identified in this poll and share actionable strategies to overcome them. Your participation is crucial—let’s start this journey toward meaningful change together.

The Business Case for Genuine Transformation

Moving from tokenism to fundamental transformation isn’t just good for morale—it’s essential for business success. Organisations that embrace genuine Diversity, Equity, Equality, and Inclusion (DEEI) practices see tangible benefits:

• McKinsey's Findings: Companies with higher ethnic and cultural diversity on executive teams are 36% more profitable than their less diverse peers. Read more at McKinsey, 2020.

• Gallup's Research: Inclusive engagement programs lead to 21% higher profitability. Explore the details at Gallup, 2019.

• Deloitte's Insights: Mental health programs deliver a $4 return on every dollar invested. Learn more at Deloitte, 2020.

In other words, inclusive workplaces aren’t just nice to have—they’re a competitive advantage. The research is clear: diversity drives innovation, inclusion fosters engagement, and prioritising mental health pays off. When companies move beyond tokenism, they unlock value ethically and financially.

Systemic Bias: The Invisible Barrier

So, what’s stopping organisations from making this shift? Systemic bias. This sneaky, invisible barrier shapes hiring, evaluating, and promoting people. It makes certain traits or behaviours seem more "leadership-worthy" while sidelining others.

Here are some real-world examples of systemic bias in the workplace:

• Hiring Practices: Bias in recruitment often results in the underrepresentation of women, people of colour, and other marginalised groups. Even AI-driven tools have been found to replicate existing biases, favouring specific demographics over others.

• Performance Evaluations: How often have we seen assertive behaviour praised in men but penalised in women? Biases in performance reviews usually mean that employees from underrepresented groups are overlooked for promotions, even when they meet or exceed the criteria.

• Mental Health Support: All too often, mental health programs are one-size-fits-all, failing to address the unique challenges faced by marginalised employees. This leads to higher burnout rates and turnover among these groups.

ICC Viewpoint:
ICC tackles systemic bias by promoting a culture of awareness and accountability. It encourages organisations to audit their practices, identify biases, and take deliberate steps to eliminate them. ICC is about creating fair and equitable systems for everyone, not just those who fit the traditional mould.

The ICC Framework: Moving Beyond Tokenism

Enter the Intersectional Cultural Consciousness (ICC) Framework—the superhero your organisation needs (no cape required, but optional if you prefer). Recognised with awards like Business Person of the Year 2024, this framework bridges the gap between DEEI and mental health, creating a comprehensive approach that tackles systemic bias and psychological safety.

Here’s how the ICC Framework can transform your workplace:

1. Organisational Audits:
   Begin with a deep dive into your policies and culture. Are they genuinely inclusive, or do they look good on paper? The ICC Framework helps you uncover hidden biases and address them head-on.

2. Leadership Development:
   Traditional leadership models often favour traits more commonly exhibited by the dominant group. ICC encourages a rethinking of leadership, recognising diverse strengths and nurturing inclusive leaders who reflect the true diversity of the workforce.

3. Tailored Mental Health Initiatives:
   Mental health support should never be one-size-fits-all. The ICC Framework advocates for mental health programs that consider the specific needs of all employees, particularly those from marginalised groups. After all, a mentally healthy workforce is a productive workforce.

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The Power of Psychological Safety

Psychological safety is the secret sauce of a thriving workplace. It’s the environment where employees feel free to speak up, take risks, and bring themselves to work without fear of retribution. But psychological safety doesn’t just happen—it must be cultivated.

Incorporating psychological safety into your DEEI and mental health initiatives involves:

• Training Leaders to foster open communication and model inclusive behaviours.

• Addressing Microaggressions head-on and creating a culture where they’re not tolerated.

• Encouraging Feedback, ensuring employees know their voices are heard and valued.

Practical Steps to Implement the ICC Framework

Here’s how you can start putting the ICC Framework to work in your organisation:

1. Audit Your Practices: Review your policies, hiring practices, and evaluation criteria for hidden biases.

2. Develop Inclusive Leadership Programs: Ensure your leadership development initiatives reflect diverse perspectives and are accessible to all employees.

3. Invest in Tailored Mental Health Support: Make sure your mental health resources address the unique needs of marginalised employees, promoting overall well-being.

4. Foster Continuous Learning: Implement regular training and workshops on DEEI, mental health, and psychological safety. The goal is to make these conversations ongoing, not just a one-off initiative.

5. Measure, Adapt, and Improve: Use data to track the impact of these changes and be ready to pivot when necessary.

Final Thought: The Journey from Tokenism to Transformation

Moving beyond tokenism to true transformation isn’t just about checking boxes—it’s about creating workplaces where everyone can thrive regardless of background. The ICC Framework and AI-powered tools provide the foundation for this transformation, ensuring that every voice is heard and every individual is empowered.

Join me at the LCCI Masterclass on September 10th to learn more about implementing these strategies and transforming your workplace. Let’s continue this journey together—towards workplaces where everyone can thrive.

About Me

Hey there! I'm Jarell Bempong, and I couldn't be more excited to share my incredible journey with you! As a psychotherapist, coach, trainer, speaker, best-selling author, and the visionary behind the revolutionary Intersectional Cultural Consciousness (ICC) Framework, my mission is to transform workplaces and lives through the power of Diversity, Equity, Equality, and Inclusion (DEEI). The ICC Framework is a groundbreaking innovation that combines mental health and DEEI, turbocharged by AI, to deliver customised, impactful solutions for individuals and organisations. Let's change the world together!

My passion is helping individuals and organisations break free from superficial practices and embrace true transformation. With a profound understanding of intersectionality and a dedication to mental health, I strive to create environments where everyone can flourish, no matter their background. I aim to foster genuine inclusion and equity through psychotherapy, coaching, speaking engagements, training sessions, and published works.

Ready to take the next step in transforming your workplace culture? I invite you to book a Clarity Session with me. Together, we’ll explore tailored strategies using the ICC Framework to move beyond tokenism and foster a truly inclusive environment where every voice is heard and valued. Let’s make meaningful change happen.