Embracing Equity in the Workplace

Does your workplace #embraceequity? 

This is the hot-topic being discussed today on International Women’s Day. 

International Women’s Day is a time to celebrate women’s achievements, to raise awareness about discrimination and to take action to drive gender parity. It is a reminder to look deeper and wider for where gender inequality still exists. 

However, the issues discussed today should not be siloed to one calendar day and require consistent conversation, investment and action. Especially when we are talking about equity in the workplace! 

Equity vs equality  

Equity is not synonymous to equality and understanding the difference is important. 

Equality means each individual is given the same resources and opportunities. 

Equity establishes that each person has different circumstances and different pre-existing barriers. It provides varying resources and opportunities uniquely needed to individuals so they can reach an equal outcome. 

It’s not about giving everyone the exact same thing and expecting that will make people equal. Equity-based solutions “take into account the diverse lived experiences of individuals and communities, adapting services and policies according to these differences.”

Equity in the workplace is about leveling the playing field and ensuring every employee has the unique resources they need to be successful. At its most basic level, workplace equity is about fairness. 

In a recent Gallup study, less than 3 in 10 employees (28%) strongly agree that their organisation is fair to everyone. So clearly, there is work to do. 

3 effective ways to promote equity in the workplace

Reassessing diversity and inclusion 

 Using equity as the new goal-post requires organisations to reassess their diversity and inclusion efforts, policies, and targets. 

Talk to your employees and have them provide feedback on your existing D&I initiatives so they can flag whether it is truly inclusive for them, in theory and practice.

The starting point is taking a proactive plan to tackling unfairness in the workplace. For example, closing gender and racial gaps in employee pay and advancement are key initiatives for many organisations who are committed to D&I. Unpacking unconscious bias and eliminating implicit bias is one more step towards equity. 

Disclosing data

Be authentic and transparent about where your organisation currently sits and where you want it to be. 

It is about striving for progress not perfection. 

An example could be providing pay transparency to your workforce as well as externally in your job applications. 

Diverse workforce & diverse thinking

The obvious objective is ensuring you have a diverse workforce that is a collection of different people from different genders, ages, ethnicities, religions, backgrounds and capabilities. 

But do you have diverse thinking in your organisation? 

Leadership and managers need to encourage new ideas, perspectives and approaches. Creating psychological safety at work is the essential incubator required for equity to thrive. Employees need to feel comfortable to ask for help, share suggestions, or challenge the status quo without fear or consequence. 

Organisations need to work closely with people management to train them on having open and honest conversations about diversity, equity and inclusion within their teams. 

Overall, achieving workplace equity is a longterm goal that is ever evolving. It requires genuine commitment with structured efforts, measurements and goals. 

Establish a workplace culture that is fair and has a humbling understanding of individual limitations and biases, recognizing that not all employees are provided the same opportunities. Then work together to address the imbalance to create an equitable workplace.