Rather than lose valuable talent to conventional practices, understand strategies of equity so you can boost all your team members’ potential. The PWH® CID Committee offers lots of valuable information to help!
In the modern workplace, Diversity, Equity, Inclusion and Belonging (DEIB) have become cornerstones of creating an environment where everyone feels valued and respected. Yet, one common area of confusion that arises in DEIB conversations is the distinction between equality and equity. Understanding this difference is vital for creating a workplace that truly supports the diverse needs of all employees.
Below we define the terms “equality” and “equity.” Next, we provide a specific workplace example to explain how an approach based on equity not only leads to a greater sense of belonging for employees, but it can also support best outcomes for organizational goals.
What is Equality?
Equality is about providing the same resources, opportunities and support to all individuals. This approach assumes that everyone starts from the same place and has the same needs. In essence, equality aims to create fairness by treating everyone the same way, regardless of individual circumstances.
In practice, equality might look like offering identical equipment, resources or benefits packages to every employee in a company. While this approach ensures that everyone is treated similarly, it doesn’t account for the unique barriers, backgrounds or experiences that individuals may bring with them.
What is Equity?
Equity, on the other hand, takes into consideration the individual needs, backgrounds and starting points of employees. Rather than providing the same resources to everyone, equity aims to allocate resources and opportunities based on individual requirements, which may vary from person to person. This approach acknowledges that a one-size-fits-all strategy often fails to address the unique challenges faced by diverse individuals.
In the context of DEIB, equity strives to ensure fair treatment by understanding and addressing the systemic inequalities and personal circumstances that influence an employee’s success. Equity is about fairness, not sameness.
Equality vs. Equity: A Workplace Example
Let’s imagine a workplace scenario where employees are being offered resources for professional development. An organization committed to equality might provide the same annual stipend for training and development to every employee. In this approach, each employee has equal access to resources, ensuring that everyone is treated the same. However, this method fails to recognize that some employees might face additional barriers that make accessing or benefiting from these opportunities more challenging.
Now, imagine an organization committed to equity. Instead of allocating identical training stipends, the company assesses each employee’s unique needs. They recognize that certain employees might require more support based on factors such as career stage, access to educational opportunities or financial needs. As a result, they offer additional support, such as flexible schedules, extra coaching or mentorship opportunities for employees who might benefit from them more. An equitable approach enables all employees to make meaningful use of an organization’s resources, fostering a more inclusive environment.
The following example demonstrates how the organization can provide equitable training based on the unique needs of an employee. Maya is a single mother of two young children who attend daycare during the day. She is eager to participate in the company’s new training program, which offers valuable skills development. However, Maya faces challenges that some of her colleagues don’t. She can't attend training sessions after standard working hours due to daycare limitations, and paying for the training upfront isn’t financially feasible for her.
Recognizing Maya’s unique situation, her organization takes the following equitable steps to support her:
Through these tailored accommodations, Maya receives the support she needs to succeed in the training program without the additional burdens that her circumstances could create. This approach helps ensure she has the same opportunity for growth and advancement as her colleagues, fostering an inclusive, equitable workplace.
Why Equity Leads to a Stronger Sense of Belonging
When organizations embrace equity and equality, they build a workplace culture where employees feel understood and valued for their unique experiences. Equity-driven practices foster an environment where people feel truly included and able to contribute their best, knowing that the organization cares about their specific needs and challenges.
In the end, while equality is a well-intentioned goal, equity is what truly helps individuals thrive by recognizing that each person’s path to success is different. This distinction is the foundation of a strong, inclusive and belonging-centered culture that not only values diversity but actively supports it at every level.
For more explanations and examples of how organizations can support equity in their organizations, visit the PWH® CID Committee webpage. For a look at industry benchmarks regarding diversity, equity, inclusion and belonging, see our white paper entitled, “Cultural Inclusion & Diversity in Healthcare: Shaping the Future of Leadership.” Visit our webpage (and scroll down) to download a copy of the white paper and to access more great resources.
This post was initially published in the PWH® Connect Journal in the 2024 vol 3 issue. Check out more great articles in it!