students were brutally bullied by white students and this behaviour was encouraged by the school's administration. Malcolm X's example of Little Rock exemplifies how tokenism can be intended to create the impression of social inclusiveness and diversity without bringing about any significant changes to the inclusion of underrepresented groups. In psychology In the field of psychology, the broader definition of tokenism is a situation in which a member of a distinctive category is treated differently from other people. The characteristics that make the person of interest a token can be perceived as either a handicap or an advantage, as supported by Václav Linkov. In a positive light, these distinct people can be seen as experts in their racial/cultural category, valued skills, or a different perspective on a project. In contrast, tokenism is most often seen as a handicap due to the ostracism of a selected sample of a minority group. Linkov also attributes drawbacks in psychology to Cultural and Numerical Tokenism, instances that have shifted where value of expertise is placed and its effect on proliferating information that is not representative of all the possible facts. In the workplace A Harvard Business School professor, Rosabeth Moss Kanter, asserted back in 1977 that a token employee is usually part of a "socially-skewed group" of employees who belong to a minority group that constitutes less than 15% of the total employee population of the workplace. By definition, token employees in a workplace are known to be few; hence, their alleged high visibility among the staff subjects them to greater pressure to perform their work at higher production standards of quality and volume and to behave in the expected, stereotypical manner. Given the smallness of the group of token employees in a workplace, the individual identity of each token person is usually disrespected by the dominant group, who apply a stereotype role to them as a means of social control in the workplace. In order to avoid tokenism within the workplace, diversity and inclusion must be integrated to foster an environment where people feel connected and included. Employees must be hired on the basis of their capabilities rather than their gender, ethnicity, race, and sexuality. Tokenism can also have an impact on mental health in the workplace. According to one study, racial minorities also experience heightened performance pressures related to their race and gender; however, many reported that racial problems were more common