Symbolic inclusion in Indian information technology: The role of tokenism in psychological safety and job performance

Abstract

Orientation: Diversity and inclusion (D&I) are increasingly central to corporate strategies in India’s Information Technology (IT) sector; however, representational inclusion may conceal deeper challenges of perceived tokenism that undermine employee well-being and performance.
Research purpose: This study examines the relationships between perceived tokenism, psychological safety and contextual performance, and considers the role of selected workplace factors and demographic variables.
Motivation for the study: Despite the expansion of D&I initiatives in Indian IT, limited empirical research has examined the psychological and behavioural consequences of symbolic inclusion.
Research approach/design and method: A cross-sectional quantitative design was used. A 28-item survey, informed by two pilot studies, was administered online to 344 IT professionals in India.
Main findings: Perceived tokenism was negatively associated with psychological safety and contextual performance, while psychological safety was positively associated with contextual performance. Burnout, communication and social support were significantly associated with both tokenism and psychological safety. No gender-based differences were observed, whereas experience-related differences were partially evident, with early-career professionals reporting higher tokenism and lower contextual performance.
Practical/managerial implications: Human resource strategies should move beyond numerical representation to address symbolic inclusion. Interventions focused on communication, burnout and inclusive leadership are particularly important for early-career employees.
Contribution/value-add: The study offers a perspective on tokenism and extends HRD and organisational psychology research by linking symbolic inclusion to employee outcomes in a non-developed, high-performance context.