than gender problems. Being a token makes one appear more visible within the workplace, placing more scrutiny and pressure for them to represent an entire group. Anxiety, stress, exhaustion, guilt, shame and burnout can arise from overworking in efforts to become a good representative of their identity group. In professor Kanter's work on tokenism and gender, she found that the problems experienced by women in typically male-dominated occupations were due solely to the skewed proportions of men and women in these occupations. For example, women are often underrepresented within the STEM field, where women also sometimes face more hostile working environments where discrimination and sexual harassment are more frequent. Women in STEM may experience greater performance pressure to work harder in a male-dominated field while also experiencing social isolation from the males within their workplace. The pressure to perform better can be influenced by the stereotype of women being less competent in mathematics and science. These non-inclusive measures contribute to the lack of women in STEM. Professor Kanter found that being a token evoked three behaviour consequences of visibility, polarization, and assimilation. Firstly, tokens often felt that they were being watched all the time, leading to the feeling of more pressure to perform well. In attempts to perform well, tokens will feel the need to work harder and strive for perfection. Secondly, polarization implies that the dominant group are uncomfortable around tokens or feel threatened by them due to their differences. As a result, tokens may experience social isolation from the exclusion of the majority group. Finally, tokens will feel the need to assimilate to the stereotyped caricature of their roles. For instance, women will feel forced to perform the “suitable behaviour" of a woman in reinforcing the behaviour of stereotypes attached to which they are associated with. There has been much debate surrounding the concept of tokenism behind women directors on corporate boards. Since men disproportionately occupy the majority of board seats globally, governments and corporations have attempted to address this inequitable distribution of seats through reform measures. Reform measures include legislation mandating gender representation on corporate boards of directors, which has been the focus of societal and political debates. All-male boards typically recruit women to improve specialized skills and to bring different values to decision making. In particular, women introduce useful female leadership qualities and skills like risk averseness, less radical decision-making, and more sustainable investment strategies. However,