Equality and equity are interchangeable terms, right? Not exactly. Turns out, those two little letters can have a big impact on how individuals approach diversity and inclusion. In the workplace, understanding the nuances between equality and equity is vital for creating a culture where all employees have the opportunity to thrive. Let’s discuss the differences between equality and equity and how that knowledge can help you employ more diversity, equity, and inclusion (DEI) efforts in your workplace.
Understanding Equality in the Workplace
Equality in the workplace is the principle of providing the same opportunities and resources to every employee, irrespective of their background or characteristics. It signifies a commitment to fairness and non-discrimination. However, the concept of equality can sometimes fall short of meeting the diverse needs and circumstances of each individual. What appears equal on the surface may not necessarily result in equitable outcomes for everyone.
Key Differences between Equality and Equity
Equity sounds similar to equality but is actually quite different and a bit more complicated. In order to remove barriers that some marginalized people may encounter, equity acknowledges that our identities influence the organizational opportunities to which we have access. Equity recognizes that we all start from different points and have different needs, whereas equality merely means equal resources for everyone.
Equity entails a proactive approach to leveling the playing field, ensuring that every employee has access to the support and resources they need to succeed. As a result, more resources must be dedicated to removing structural barriers and societal disparities. Even today, under the law, minorities in race, gender, or disability may technically receive equal opportunities, but if they are starting with fewer opportunities, they still have fewer overall than their peers. What we all deserve is equity.
The illustration above is a great example of equity versus equality. In the first image, each llama receives the same support and is treated equally. In the second image, the llamas are given different supports that give them equal access as a form of equity. In the final image, the systemic barrier or source of inequity is removed altogether, from which all three llamas benefit. In the workplace, employees deserve equitable treatment and the removal of barriers as well.
Real-World Impacts of Equity in the Workplace
The disparity between equality and equity becomes even more apparent when considering real-world scenarios. For instance, while providing all employees with the same standard workstation might seem fair, it fails to accommodate individuals with specific physical needs. Equity, in this context, would entail adjusting workspaces with reasonable accommodations to meet those needs, thereby ensuring equal access and opportunity for all.
For example, studies show that approximately one in four women considers leaving their job due to menopausal symptoms, and 90% say they feel those symptoms negatively impact their work. With reasonable accommodations for these symptoms, women experiencing menopause can feel more confident at work and achieve more equitable outcomes alongside their peers.
In a real-life example of equality, a hiring manager could introduce blind resume screening, removing identifiers like names and gender to ensure a fair evaluation and address hiring disparities. While these efforts are important and helpful, the manager could more effectively and equitably tackle systemic barriers facing Black and Latino/Latina/Latinx employees by practicing inclusive recruiting. This may include tracking hiring and retention demographics, actively seeking out more diverse job boards, and training recruiters on DEI initiatives.
Strategies for Cultivating Equity and Equality in the Workplace
To cultivate a culture of equity and equality, organizations must adopt proactive strategies that address the diverse needs of their workforce. This may involve breaking the taboo surrounding discussions of health issues or disabilities, providing targeted support and accommodations, or implementing flexible work arrangements.
Increasing leadership buy-in for a more equitable workplace is also essential for driving meaningful change and embedding DEI initiatives into the organizational culture. Leaders must ensure that the workplace is free from bias and harassment and that everyone is heard and treated fairly. With a model set by organizational leaders, embracing various cultures will enable employees to forge productive relationships with clients and stakeholders, enhancing team engagement, communication, and cooperation.
In addition, the benefits of prioritizing diversity, equity, and inclusion in the workplace extend far beyond compliance and ethical decision-making. Studies have shown that organizations organizations with above-average diversity were better able to respond to customer needs, reported as better places to work, and 19% more profitable.
Navigating the Future of Workplace Inclusion
In conclusion, while equity may seem similar to equality, it embodies a deeper understanding of the complexities surrounding fairness and inclusion. Equity acknowledges the influence of individual identities on access to opportunities within organizations and emphasizes the proactive removal of barriers that marginalized groups face.
One proactive method to create a culture of equity and inclusion in your organization is EasyLlama's DEI workplace training. Our modern and engaging courses use interactive quizzes and real-life video scenarios to increase understanding and improve knowledge retention. By dedicating resources to address structural inequalities, we can ensure every employee has the support they need to thrive. Access your free course preview today to learn more about truly leveling the playing field for all employees on your team.
