What is equality vs equity?
Equality and equity are different. In the workplace, equality means treating everyone the same. Equity, on the other hand, means recognizing that some staff have additional needs that employers can address while treating employees equally. Here are further examples of these terms in context:
What is equality?
In this environment, equality also means that all staff follow the same rules and policies and face the same consequences for performance gaps. For example, in an office that practises workplace equality, all staff typically get standard holidays like New Year’s, Easter, Canada Day, Thanksgiving, and Christmas, and a bank of flexible personal time off.
What is equity?
Equity in the workplace also means fairness, but it doesn’t always mean the same benefits for everyone. In the workplace equality example above, staff who don’t celebrate Easter or Christmas might find the holiday policy insufficient. An alternative approach to workplace equity might be to give all staff an equal amount of holiday and paid time off days to use as needed. This policy recognizes that staff from diverse backgrounds may have different needs.
Equity can show up in many ways in the workplace. It can mean creating opportunities for diverse staff to develop and progress within your organization and to represent future leadership. It can also mean decentralizing decision-making to involve more people and reviewing workplace policies and procedures to identify and fix the biases that exclude certain groups. Investing in equity in your workplace can improve employee retention, engagement, and trust, as staff who feel supported and valued often prefer organizations that invest in them.
Examples of equity in the workplace
Creating equity in the workplace takes time and commitment. Here are a few ideas to get you started:
Accommodating health conditions or disabilities
One way to create equity in the workplace is to develop DEIB (Diversity, Equity, Inclusion, Belonging) programs that address the needs of staff with health conditions or disabilities. These programs can create an environment where every staff member can thrive and contribute, regardless of physical or mental health. For staff who may be living with autism, ADHD, or dyslexia, a supportive work environment can create a more innovative and inclusive workplace where everyone can contribute to their full potential. This model can benefit individual staff and the organization as a whole and can include:
Neurodivergent coaching
Consider using specialist coaching or mentoring programs for neurodivergent staff. These programs can help staff understand their strengths, manage challenges, and navigate the workplace. Coaching sessions might focus on communication skills, time management techniques, and strategies for managing sensory sensitivities in the workplace.
Distraction-free workplaces
Designing spaces that reduce distractions and sensory overload can boost productivity and wellbeing for neurodivergent staff. This idea could include providing noise-cancelling headphones, designated quiet areas, or flexible working arrangements that allow employees to work during quieter times.
Changing processes and tools
Accommodations in processes and tools can better suit neurodivergent employees. This strategy could include using alternative communication methods, written instructions alongside verbal ones, or incorporating visual aids to explain complex tasks. Accessible technology solutions like screen readers or customized software interfaces can also support neurodivergent employees in their roles.
Awareness and acceptance
Training sessions to raise awareness about neurodiversity among all employees can create a more inclusive culture. Leadership and colleagues can learn how to support neurodivergent peers and build empathy across the organization.
Pay data disclosure
Transparency in job applications and skills-based hiring can improve equity in the workplace. By disclosing salary ranges and compensation structures during the application process, you can help candidates make informed decisions and reduce gender and ethnicity- or skin-colour-based disparities. Skills-based hiring assesses candidates on competencies and potential, reducing the biases that can influence hiring decisions. This model can create a fairer recruitment process by linking pay to skills and responsibilities. Creating an equity culture through transparent pay and merit-based hiring can boost employee trust, morale and retention, and position your organization as a leader in diversity and inclusion.
Diversity training
Unconscious bias or inclusive leadership training can help employees feel like they belong. It can help team members recognize and mitigate their implicit biases, which can influence their decisions and interactions in the workplace. Addressing these biases can create a more inclusive environment where all employees feel valued and respected. Inclusive leadership training can equip leaders with the skills to promote diversity and inclusion within their teams. This type of training generally focuses on empathy, active listening, and open communication.
When leaders learn to encourage belonging, they can promote diverse perspectives, support team members from different backgrounds, and address discrimination or exclusion. These training programs can create a more cohesive and supportive workplace. Employees can feel more connected to their colleagues and more committed to their work when they see you actively working to create an equitable environment.
Flexible work arrangements
Flexible work arrangements, such as varying hours, remote work, or part-time schedules, can help employees balance their personal and professional lives. This flexibility can help employees manage their responsibilities outside of work, reduce stress, and improve overall wellbeing. Flexible work arrangements can also benefit working parents, who can better manage childcare, attend school events, and handle family emergencies without fearing professional repercussions. These arrangements can boost job satisfaction and retention rates.
Flexible work options can also benefit caregivers. Those caring for elderly parents, sick family members, or individuals with disabilities often have unpredictable schedules and must work around these commitments. Flexible hours or the option to work from home can make it easier for caregivers to fulfill their duties without compromising their careers. Flexible work arrangements can support employees with health conditions and help them manage their time better. They can schedule medical appointments without disrupting their workday, take breaks when needed, and work in an environment that may be better for their wellbeing. Accommodating your employees can also improve job performance and reduce absenteeism.
Mentorship and sponsorship programs
Mentorship and sponsorship programs can help underrepresented groups develop their careers. These programs can offer guidance, opportunities, and networks to help employees progress. Mentorship pairs individuals with experienced guides who give personalized advice and support to help mentees navigate challenges and develop critical skills. Sponsorship goes beyond mentorship by actively advocating for protégés in key career decisions, making them visible and opening up opportunities. Through guidance, networking, strategic support, mentorship and sponsorship opportunities, individual confidence, and competence can grow, and a more diverse leadership pipeline can develop. Leadership diversity often equals organizational effectiveness, innovation, and responsiveness to diverse customer needs.
Inclusive recruitment practices
Inclusive recruitment practices like hiring without biases and diverse interview panels can reduce bias and develop a more diverse workforce. This model can create a fair and equitable recruitment process by anonymizing applicant information like names and background details and focusing on skills and qualifications. This strategy can allow you to give candidates from diverse backgrounds a chance based on merit alone. Diversity interview panels can increase fairness by bringing multiple perspectives into candidate evaluation. Panel members from different backgrounds can bring different insights, ensure a more rounded assessment and signal that diversity is important.
These practices can attract diverse talent and improve innovation and decision making. Inclusive recruitment strategies typically require an ongoing commitment to be effective and continually improve diversity and equity.
Understanding equality vs. equity and how to improve equity in the workplace can help you create a fair environment where everyone can flourish. Tailoring your approach to your diverse workforce needs and challenges can promote fairness and belonging, organizational effectiveness, innovation, and employee satisfaction.
