Workplace equity and equality are terms that are sometimes used interchangeably, yet they have different meanings. Equality assures that employees have access to the same policies, whereas equity provides employees with the tools they need to succeed, even if those tools vary from person to person. Adopting fair rules can result in lower staff turnover and better levels of employee satisfaction.
When we hear the word "equity," we usually associate it with money. While money is undoubtedly a component of an equal workplace, the emphasis on pay and other related indicators betrays a basic misunderstanding of equity's actual definition. In fact, I've discovered that people frequently confuse equity with equality, despite the fact that they're only two letters away. These differences go beyond mere semantics. Defining equity in terms of quantifiable results is too narrow and, ultimately, counterproductive because it encourages a focus around outcomes rather than how equitable environments are built and sustained in the first place. Only through understanding the process can organizations begin their journey to establishing a truly equitable workplace.
Workplace equality is defined as fairness in results rather than merely assistance or resources. Companies that focus on equality identify gaps and then make improvements to assist promote growth for previously underrepresented communities. When making judgments, they also consider individual needs and seek to meet them. The objective is for all workers to feel empowered and supported by the organisation in order to achieve their best job.
The definition of workplace equality is "promoting justice in outcomes for all team members." It identifies particular requirements relating to a person's identity and strives to meet those needs through resources and assistance. It guarantees that all employees operate on a level playing field, even if some require more structural assistance than others.
As previously stated, equality entails providing everyone with the same resources, but equity entails allocating those resources based on individual needs. If the representation of women is equal to males but their empowerment and capacity to attain higher ranks are missing, this is an example of an organisation where equality exists but equity does not. As a result, we may conclude that the capacity to listen to and sympathise with workers is more essential than just forming diverse teams and distributing the same resources to all employees. This, of course, makes developing an equality culture within a diverse workforce more difficult, since it requires c-suite executives to make more thinking and conscious decisions.
Examples of Equity
- It entails taking actions to reduce perceived biases and remove barriers to success for team members. In certain circumstances, this implies choosing to accommodate one or more specific team members rather than giving them with the same resources as others.
This may include investing in an adjustable desk to make life and work simpler for a team member who uses a wheelchair. It may also imply permitting a specific associate to work remotely or at different hours due to health challenges or other considerations such as childcare, regardless of where or when other workers execute their tasks.
Examples of Equality
Workplace equality entails all employees receiving the same treatment without regard to characteristics such as:
Race or Ethnicity
Gender
Disability
Religion
Sexual preference
Age
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