Equity vs. Equality - 4 Real Examples from the Modern Workplace

Equity and equality are frequently confused with each other.

Equality gives every individual access to the same resources and opportunities.

Equity differs from equality in that it accounts for specific disadvantages and obstacles that certain groups or individuals may experience on the path to obtaining the same outcome.

That is, something that is equitable might not be equal - in some situations, the most equitable path is to give certain individuals additional support in order to provide fair access to a certain opportunity.

In the context of the workplace, whether you run DEI with a lens of equity or equality can make all the difference for underrepresented and marginalized employees. In general, equitable practices are better tailored to overcome the barriers experienced by marginalized employees. 

To illustrate the difference between equity and equality, here are 4 examples applicable to the modern-day workplace:

1. An HR manager is setting up a benefits plan for the first time in their company

Equality - The manager decides to go with providing standard medical, dental and vision insurance for all. They also establish a bereavement policy that allows employees to go on paid leave following the death of an immediate family member.

Equity - The manager decides to send out a survey first to gather employee insights before finalizing the benefits plan. They learn that an employee is interested in bereavement leave being offered for employees who have miscarriages due to own her personal experience. Another expresses that grieving procedures are applied to extended family members in his culture. The manager works with the allocated budget after learning this information to try and accommodate a broader range of needs.

📝 Tip: See our post on how to design an inclusive benefits plan here!

2. A hiring manager wants to contribute to the diversity of her firm’s workforce

Equality - The hiring manager observes that there has been low hiring and retention of Black and Latino/Latina/Latinx employees over the last year. She implements a blind resume screening system that hides each candidate’s name, educational institution, and gender to address this. 

Equity - The hiring manager recognizes that there are organization-wide barriers preventing Black and Latino/Latina/Latinx employees from thriving. She works with her supervisor and team members to collect data on the obstacles experienced by underrepresented employees. She also advocates for the company to establish diversity hiring initiatives or programs and track hiring and retention demographics. 

3. A manager receives a complaint about racial discrimination

Equality - The manager issues a notice/reminder of the zero tolerance policy in place regarding harassment and discrimination. They reiterate that all employees are subject to the same consequences as a result of breaking the company’s code of conduct. Investigations are carried out and parties involved in the incident are addressed accordingly.

Equity - The manager observes that facing consequences may not necessarily be enough to solve systemic problems with discrimination in the company. They work with others to advocate for and implement inclusive hiring and onboarding processes, review employee policies, and introduce long-term DEI programming. 

4. As the holiday season approaches, a manager tries to coordinate employees taking time off

Equality - All employees are encouraged to take time off in the last two weeks of December as business winds down and due to most people in the office celebrating Christmas.  

Equity - Employees are encouraged to take time off according to their individual cultural and religious events, and not only around Christmas. 

📝 Tip: Check out our De-Centering Christmas Guide for ways to have an inclusive and accessible holiday season at work. 

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Equity in the workplace is a long-term process, but still a necessary component in all diversity and inclusion programming. Consider your role in equity, and how you can strive for equitable practices within your organization.

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