Equality vs Equity: Finding Fairness

Equality vs Equity: Finding Fairness

We often hear both terms, equality and equity, when we look into justice and fairness in society. While they are used interchangeably in some contexts, they still hold distinct meanings and implications. It’s essential to understand both fully to be able to contribute to a balanced and fair world.?

Unpacking equality and equity

So, how do you actually define these terms??

Equality is all about fairness and providing equal opportunities. This is done by giving everyone the same thing, irrespective of the starting point. Take a look at education, for example; in a classroom, all students are given the same textbook, regardless of their learning needs. This represents equality in the class, as everyone has been given the same thing. However, this doesn’t mean equity, as the levels of education vary in a classroom. Not all students will benefit equally from this. For example, some students might have visual impairments, others might struggle with the language the textbook is written in, and some might have learning disabilities that require a different teaching approach. Is this really fair?

That’s when we come to equity; it has the same values as equality but also considers needs and circumstances. So, in this case, the school would recognise the diverse needs of its students and provide resources tailored to these needs. A student with visual impairments would receive books in braille or audio format, those with language barriers get textbooks in their native language, or additional language support, and students with learning disabilities receive specialised educational materials that suit their learning style. This equitable approach ensures that all students have an equal opportunity to learn and succeed, considering their different circumstances and needs.

Equity is just about ensuring everyone gets what they need to succeed. It's not about handing out the same thing to everyone. That's because not everyone starts from the same place. If we treat everyone as if they're the same, we're missing the boat – people are different, after all. This ensures people from different places, backgrounds, and education receive the necessary support and guidance to facilitate a fairer outcome.?

When we talk about 'fairness,' it often gets tangled up with the idea that it means giving everyone the same stuff. We've probably all heard this growing up. But really, fairness only works like that if everyone's starting from the same spot, which, let's face it, isn't how the world works. This brings us to our next point.?

Why does it matter??

The need to understand the difference between these two concepts is crucial. While equality assumes that everyone benefits from the same support, equity recognises diverse challenges and needs. Understanding this allows us to create systems and societies that truly cater to everyone’s needs.

Equity in the real world

Equity in the world should be looked at in terms of a goal. All humans should be striving to achieve equity; it can be viewed as a process you take to ensure that no part of a person's identity will hold them back from thriving and reaching their full potential. According to the Equality and Human Rights Commission, these identities are:

• Gender
• Age
• Sex
• Religion
• Race
• Sexual orientation
• Disability?
• Pregnancy
• Marriage or civil union

Historical and modern perspectives?

The journey towards equity and equality has been a driving force throughout history, fundamentally shaping the course of civilisations. Let’s look into this, using the Suffragette movement as an example. This movement fought for equality and equity, the equal right to vote (equality), and societal changes that acknowledged women's unique roles and challenges (equity).

So, it wasn't a one-size-fits-all battle. Different women face different challenges. A wealthy woman's fight was different from a working-class woman's struggle. So, this movement was about more than just votes; it was about changing the whole game for women, considering all their different backgrounds and hurdles.

A modern parallel to this can be seen in the push for diversity and inclusion in the workplace. This aims to address both equality, ensuring that people of all genders, races, and backgrounds have equal access to career opportunities and equity that recognises and addresses the specific challenges faced by underrepresented groups.

What does this tell us? It highlights the importance of equity over equality to ensure a fair outcome.?

Delving into equality and equity in the workplace?

As we touched on briefly earlier, employers need to ensure equality and equity in the workplace. In recent years, we’ve seen a significant push towards gender equality, with more women entering male-dominated industries. This is great, but it isn’t enough. There is still much work to do for true equity; it isn’t just about increasing numbers.

Equity comes into play when addressing barriers like wage gaps, unequal representation in leadership, the prevalence of a male-dominated culture, and the unique challenges faced by different ethnic backgrounds, LGBTQ+ individuals, and other marginalised groups.

Efforts to work towards equity are gaining momentum across various sectors. A notable statistic from Deloitte's report highlights that nearly 85% of organisations acknowledge the need for improvement in measuring the success of their workplace equity initiatives. This significant percentage demonstrates a widespread recognition of the importance of equity and a commitment to enhancing and effectively evaluating these efforts in the workplace.

Let’s explore these barriers in further detail.

The gender pay gap

The gender pay gap is a persistent issue in workplaces. Did you know that women in the UK earn, on average, 14% less than male workers? There is no equity in that. Unfortunately, many equality and equity issues are still prevalent in society today. To address this, companies must conduct regular pay audits to ensure fair compensation for all genders. They can also show transparency in salary ranges and clearly defined criteria for raises and promotions, which can contribute to closing this gap. Additionally, policies that support work-life balance are important, as they can benefit employees who juggle professional and caregiving responsibilities,? a burden that often disproportionately affects women.

Male-dominated work culture

Similarly, a male-dominated work culture is visible across many industries. This can be very unwelcoming and demotivating for females. A statistic from Catalyst reveals that just 8% of working women in Europe work in male-dominated industries.This low percentage highlights the disparity in gender representation and underscores the unwelcoming and demotivating environment for women in these sectors. We need women to feel comfortable joining these male-dominated industries! Changing this culture requires a commitment to diversity and inclusion from the employer and the whole team. This can consist of unconscious bias training, promoting a culture of respect and inclusivity, and ensuring that company policies and practices do not favour one group over others. Encouraging male allies who support and advocate for diversity and inclusivity can also be a powerful tool.?

Lack of diversity in leadership roles

In Britain, significantly lower percentages of ethnic minorities (8.8%) worked as managers, directors and senior officials compared with White British (10.7%). Another barrier in the workplace is the lack of diversity in leadership roles. There is a clear misrepresentation of women, people from different cultures and LGBTQ+ individuals. How can this be helped? Leadership training and development programmes should be inclusive, providing equal opportunities for advancement. This means giving further resources to those in need and training for those falling behind. Employers should also revise recruitment practices to ensure a diverse pool of candidates for leadership positions.

The unique challenges faced by different groups

Challenges faced by different ethnic backgrounds, LGBTQ+ and other marginalised groups can also face inequality in the workplace. They may experience discrimination, lack of representation, and limited opportunity access. This can also be helped by initiatives like mentorship programs for underrepresented groups, targeted recruitment strategies, and inclusive workplace policies. They're tailored to provide specific support and opportunities that the different groups need for a fair chance.?

Solutions for a fairer society

Although there are differing views on what makes a fair society, we can look at the facts. Equality-based solutions offer a one-size-fits-all approach. However, equity-based solutions tailor support to individual needs. For example, providing ramps alongside stairs addresses people's diverse mobility needs, embodying equity in action.

In today’s society, on the one hand, we've got equality-driven initiatives, like laws ensuring everyone gets the same rights and opportunities, no matter who they are. But then, there's the equity side of things. This is more about giving people what they actually need to be on a level playing field. This can be seen in action in the welfare and benefits system, specifically in the provision of support for individuals with disabilities or those facing financial hardships. Although there are examples of equity, more definitely needs to be done.?

A path to inclusion?

Inclusion is the horizon we aim for, where both equity and equality converge. It's about creating spaces where everyone feels valued and has the tools they need to succeed. Inclusion is not just an ideal; it's a practical goal, achievable through thoughtful and empathetic practices.

In our journey towards a fairer world, understanding and applying the principles of equity and equality is key. It’s not just about treating everyone the same; it's about recognising and responding to each person's unique needs and strengths. By doing so, we pave the way for a more inclusive, understanding, and just society.

Equity over equality?

After discussing the differences between equity and equality, it can be seen that equity provides a fairer, more just, and supportive environment that all should strive for. Equity can help people feel more included and valued. Recognising people's needs can help them reach their full potential. This approach ensures that everyone, particularly those who might be at a disadvantage due to various factors such as socio-economic background, gender, race, or disability, receives the support they need to succeed.

Equity fosters a sense of belonging and respect in social environments by acknowledging and valuing diverse backgrounds and experiences. It promotes an inclusive culture where all voices are heard and considered, leading to richer, more diverse perspectives and ideas. This inclusivity is beneficial for those who might feel marginalised; it strengthens the social fabric by building empathy and understanding among all community members.

In the workplace, implementing equity can significantly impact employee satisfaction,?

motivation, and productivity. When employees feel that their unique needs and circumstances are recognised and accommodated, they are more likely to feel valued and, in turn, be more engaged in their work. For instance, providing flexible working arrangements for parents, offering professional development opportunities for underrepresented groups, or ensuring physical accessibility in the workplace are all examples of equity in action. These measures help individuals to not only perform their job duties effectively but also to advance and thrive in their careers.

What can you do personally to help bridge the equity gap?

Although it's hard to reach equity as a society, some simple adjustments can be made to ensure you are doing everything possible to achieve it. If you are in a situation that doesn’t feel representative of the group, it is essential to try to promote equity. Make your voice heard. Think about who is being treated unfairly and what might help them. For example- can you become an ally to make them feel more included? How about speaking to the group or someone higher about making a change? Little things can snowball into more significant changes,? even if all you do is help raise awareness.?

What do we believe?

In the corporate world, equity plays a pivotal role. At RE:DISCOVER, we believe in recognising the unique talents, circumstances, and aspirations of each individual. Whether through tailored career guidance for candidates or bespoke consultancy for businesses, we focus on creating opportunities that acknowledge individuality. This approach not only fosters fairness but also drives success and satisfaction. If you require assistance with recruitment or are looking for a new career, please get in contact.?