Embracing Equity in the Workplace....Where to Start?

I have to admit, when I first learned of this year’s theme for International Women's Day, my first thought was "What does ‘Embrace Equity ' mean and how is that different from ‘Equality’?” I then wondered if other people had the same reaction and how that might impact progress. We're all human. We often want immediate results so we sometimes skip past one of the most important change steps which is ‘seeking to understand first’.

If you have researched ‘Embrace Equity’ and ‘Equality’ in the run up to IWD you may have come across the following definitions. ’Equality’ means each individual or group of people is given the same resources or opportunities. ‘Equity’ recognises that each person has different circumstances and allocates resources and opportunities needed to reach an equal outcome. It recognises that we are not all starting from the same place. And finally ‘Embrace' means to willingly and enthusiastically accept, adopt or support. These high level definitions offer us some surface level understanding so how might we go about getting a deeper and more meaningful understanding?

Below is a 4 step process called the 4 C’s which may help. The 4 C’s include what I have seen work well in the past for myself and others. 

1. Create a safe space for all women to share their experience and ideas. A space where there is no fear of negative consequences for speaking their truth. 
2. Connect authentically with each group and ask discovery questions such as - Can you tell me what fairness or equity means to you? Can you tell me about a time when you were treated fairly? Can you tell me about a time when you were treated unfairly? Where have you experienced inequity in the past (Possible areas: Treatment, Access to resources, Opportunities, Pay, Recognition or other). For those times, what would you have preferred to happen or hear instead?
3. Commit to continuous improvement and action by following up with what you have heard, what you are committed to doing differently and when, who will take ownership etc. Involve women (who wish to be involved) at every stage of the process including before, during and after solutions are implemented in the workplace. Seek continuous feedback throughout and most importantly keep the conversation going. 
4. Communicate any changes you are committed to using ‘send and check’. Thank you Olivier Sabella for introducing me to this one in my career. 'Send and Check' involves a process of connecting with all leaders and employees 1:1 after you have communicated your message and getting them to play back what their understanding of the message was. This helps make sure that everyone is on the same page and are committed to playing their part going forward. I’d love to hear what you think of the 4 C’s. Would you add anything or take anything away?

I admit it can be tempting to read articles such as ‘The 2022 World Economic Forum’s Global Gender Gap Report’ which reveal that gender parity may not be achieved in the workplace for a further 151 years and choose to feel powerless. We can also choose to believe that earlier progress is possible, that we have the ability to achieve this in our lifetime and that all women deserve this. We can play our part to accelerate progress for our daughters and our daughters' daughters. If we take the time to seek to deeply understand first, then and only then, can we be sure we are taking steps in the right direction. 

So on this IWD and beyond, let’s ‘Embrace Understanding’ first to give us the best shot at ‘Embracing Equity”.  

#IWD

#internationalwomensday

#IWD2023

#EmbracingEquity 

Credit: @sarahtobin.art - Thank you to the incredibly talented Sarah Tobin for creating this beautiful image to include in this article.