Equity vs. Equality: Why Tailored Solutions Can Drive True Fairness in the Workplace

Deep down, I would hope that we all want to live in a world where everyone is treated in a fair and equal manner, without any discrimination. The concept of equality is based on the principal that no one is disadvantaged by any belief, conviction, condition, or background. Unfortunately, inequality has been present in our world for far too long, which has led to discrimination, and even persecution of individuals and groups based on gender, disability, ethnicity and more. 

However, equality is not always the solution to the problem. Equality is a broad-brush approach to solving injustice and unfair conditions and behaviours, but it is equity that many strive for, which aims to balance the inequalities based on an individual, or a group’s, unique characteristics, environment, or prospects in promoting and providing equal access to achieve the same outcome. 

Here is a real life, everyday example, from our office in London. Our air conditioning system is fierce to say the least. You only have to touch the dial and the temperature plunges. On a hot, humid day outside it is bliss to come inside and sit in the chilled environment. Whilst the vast majority of staff would have it no other way, a small handful feel the cold to a greater extent, and for them, it is too cold, and they will wear blankets to keep warm on the hottest of summer days. In this instance, equality is everyone having equal access and experiencing the same temperature from the air conditioning but that means some feel the inequalities of it being too cold for them. The right answer, therefore, would be to have individual air conditioning units for all (equality), but each individual could set their own temperature (equity). 

It is an extreme example but is meant to demonstrate that the dilemma of equality versus equity is all around us every day. While both concepts aim to create a fairer society, equity has emerged as a more effective approach to addressing systemic imbalances and creating lasting change. 

Many organisations are shifting their focus from equality-focused policies and principles to more equitable ones. Equality assumes that everyone starts from the same point, which is often not the case, and can fail to address the unique challenges that certain groups may face.  

An equitable focus for an organisation includes creating an environment where fairness is prioritised by understanding and addressing the unique needs and circumstances of each employee. This could involve creating individualised learning and development plans, providing the necessary tools for everyone to succeed, and ensuring that leaders are equipped to support their staff as individuals, rather than as a team. 

Embracing equity does not mean an organisation has to abandon the principle of equality. Rather, it is about recognising that true equality often requires unequal treatment to account for different starting points and needs for their employees.  

Equity-driven organisations often see better business outcomes. A study by McKinsey & Company revealed that companies with diverse management teams have 19% higher revenue due to innovation. Furthermore, organisations that actively promote gender equity reported a 30% lower turnover rate among employees. 

Developing and implementing Diversity, Equity, and Inclusion (DEI) policies is a key component for organisations who want to deliver and monitor the benefits of an equitable approach. These policies should encourage participation from people of various backgrounds, as well as drive change in the organisation through a set of curated initiatives. 

By focusing on equity, we can all create a society that not only offers equal opportunities but ensures that everyone has the means to take advantage of those opportunities. This approach will lead to more inclusive outcomes, benefiting individuals, organisations, and society as a whole. 

As we all continue to strive for an equitable world, it is important to remember that equity is not just a goal, but a necessary path to achieving meaningful and lasting change.