Gender Inequality & Tokenism
Explore innovative research topic ideas on gender inequality and tokenism for 2025. Dive into critical issues and contribute to the conversation on gender equality and social justice.
QUANTITATIVE RESEARCH
Realyn Manalo
5/7/20253 min read
Imagine working hard for 30 years only to watch everything fall apart. That is the warning from UNFPA’s regional director Pio Smith, who says gender equality is now at risk of going backwards. Decades of progress including more women in leadership, better healthcare access, and stronger legal rights are starting to fade. Economic troubles, climate disasters, and ongoing conflict are making life harder for women and girls across Asia and the Pacific. From rising violence to fewer political seats for women, the gains we once celebrated are now slipping away.
This growing crisis goes beyond basic rights and reveals the truth behind gender inequality and tokenism. Even when women are visible in politics or company leadership, real power is still out of reach. Being present is not the same as being heard. Many women continue to face barriers in decision-making, are stuck in unpaid care work, or are left behind in fields like science and technology. As progress slows and funding fades, we are reminded that visibility without voice is not equality. It is a signal to act. Now more than ever, we need research, solutions, and bold leadership to ensure women are not just included but truly empowered.
Who Can Use These Topics
This research is ideal for students and professionals pursuing the following courses or strands:
College Programs:
BA Development Studies
BA in Sociology
BS in Social Work
BA in Political Science
BA in Psychology
BA in Communication
BS in Human Resource Management
Senior High School Strands:
Humanities and Social Sciences (HUMSS)
General Academic Strand (GAS)
Why This Topic Needs Research
The concept of tokenism remains underexamined in the Philippine context, particularly when combined with issues of gender inequality and identity intersections:
Insufficient tools for measuring intersectional tokenism: Previous studies concentrated primarily on gender representation, but recent frameworks identified the need for tools that incorporate ethnicity, religion, and political identity in assessing tokenism. Further research was encouraged to test these scales in sectors beyond education and link tokenism to outcomes like job satisfaction and group cohesion (Ozdemir et al., 2025).
Lack of intersectional data in uniformed professions: Although tokenism and gender barriers have been studied among Black female police officers, the compounding effects of class, sexual orientation, and disability within these systems remain poorly understood. Future research should explore how women in similar uniformed roles in the Philippines experience layered marginalization (Adisa et al., 2025).
Tokenistic diversity efforts in academic spaces: Inclusion of LGBTQ+ individuals in university policies often appears symbolic, with minimal structural support. This highlights the need for future studies to investigate how multiple minority identities experience tokenism and how policy participation affects their sense of belonging (Askew, 2021).
Overlooked intersectionality in sports professions: Although gender inequality in sports has been acknowledged, little is known about how race and class compound these barriers, especially for women working in broadcast or non-athlete roles. Researchers were urged to explore communication practices and gender navigation across sports-related professions (Chapman, 2024).
Unclear motives behind boardroom gender diversity: In the Philippines, women’s presence in corporate boards may not always reflect genuine inclusion. Some studies pointed to the possibility of token appointments that fulfill compliance rather than promote change. This raises the need to evaluate diversity practices across sectors (Shi et al., 2021).
Tokenism in gender-inclusive curriculum reforms: While calls for gender-responsive education have grown, many schools adopt tokenistic measures—like isolated training sessions or one-time events—without integrating gender justice into pedagogy. Research must explore how philosophy, ethics, and inclusion can be embedded across entire curricula (Saquing-Sellers, 2025).
Unexplored internal dynamics of corporate diversity: Diversity reforms are linked to innovation, yet little is known about how these reforms affect internal group dynamics and leadership styles. Researchers were encouraged to use qualitative methods to assess whether increased representation actually changes decision-making culture (Wang et al., 2024).
Feasibility & Challenges by Target Group
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References
Adisa, T. A., Gbadamosi, G., Lashmore, T., & Roy‐Mukherjee, S. (2025). Tokenism and the Concrete Ceiling: Navigating Racial and Gender Disparities in the Experiences of Black Female Police Officers. Gender, Work & Organization.
Askew, L. (2021). Misguided tokenism: issues of LGBTQ+ inclusion at university. Journal of Applied Psychology and Social Science, 6(1), 41-57.
Chapman, M. (2024). Gendered communication in sports: impact of perceived gender inequality and tokenism. Youngstown State University.
OZDEMIR, T. Y., GURBUZ, O., & DOGAN, A. (2025). Tokenism Perception Scale: Validity and Reliability Study. Participatory Educational Research, 12(1).
Saquing-Sellers, M. P. V. (2025). Nursing Future Nurses: Equipping a Gender-Responsive Workforce. LUKAD.
Shi, A. A., Yu, M. K. A. O., Ricafrente, L. A. S., Unite, A. A., & Sullivan, M. J. (2021). Women on boards of Philippine publicly traded firms: does gender diversity affect corporate risk-taking behavior?. Asia-Pacific Social Science Review, 21(2), 3.
Wang, K. T., Cui, L., Zhu, N. Z., & Sun, A. (2024). Board gender diversity reforms around the world: The impact on corporate innovation. Organization Science.