Equality vs. Equity
Let’s talk equality and equity.
They are not the same. They cannot be used interchangeably. I’ve seen some misuse lately, but also a lot of helpful visuals and various articles exploring systemic disparities and inequities. As we continue to fight systemic racism and dismantle white supremacy as well as patriarchal and gendered imbalances, it is important that we are clear on terms, their meaning, and why it’s imperative to continue fighting.
What is Equality?
Equality is providing everybody the exact same thing, resources, opportunities, or rights. Equality, however, does not take into account historical, systemic, and modern forms of discrimination. We’re not all starting from the same place; there is no level playing field, so handing out the same exact resources for everyone is not actually equal.
What is Equity?
Equity has to do with handing out resources based on differing levels of need. It is making it so that everyone has the same opportunities and access to succeed and thrive and allowing for the ability to have the same, equal starting point. Equity calls out historical, systemic, and modern oppression and recognizes that different communities and groups require different types and levels of support and resources in order to succeed and thrive. In order to achieve equity, everyone needs to get what they need so actions may require unequal dissemination of resources to undo disparities and disadvantages which will ultimately reach equal outcomes.
There is no equity without opportunity and you can’t have equality without equity.
Let’s look at some helpful visuals.
Source: Interaction Institute for Social Change and Artist Angus Maguire
This image has been floating around for a few years and has seen some good improvements. Pretty self-explanatory: equality is giving everyone the same size crate to see the game. But, this doesn’t help everyone because everyone’s needs are different. So, equity would be giving everyone exactly what they need, regardless of it is more than what someone else receives, in order to best see the game.
I like that the artists have now taken this one step further—what happens when we remove barriers? When we look at systemic racism, there are barriers that make it difficult, sometimes impossible, for BIPOC to succeed and thrive. What happens when we give everyone the same amount of resources? Those who are already thriving, white people, become even more privileged and rewarded at the expense of BIPOC. So, let’s remove a systemic barrier. Let’s address the cause of the inequity instead of extending resources to work around it. Then what happens?
The Center for Story-Based Strategy also has a cool tool kit and strategy workshop where you can expand on this dialogue and figure what’s next in the “4th box.” What do you think is the next step?
Let’s Get a Little More Inclusive
Source: Maryam Abdul-Kareem
Source: Robert Wood Johnson
Source: Carlin
Highlighting gender inequity in the workplace, I particularly like how this cartoon showcases the lack of a level playing field that exists between men and women in their places of work. They all start on the same starting line, but the men have a clear path ahead of them on the track while the women are blocked by never-ending hurdles of housework, including laundry, cooking, and ironing. And on top of it all, they’re all in skirts and heels. Let’s not forget the mental and emotional load and invisible labor that women also face. Same starting line, but in no way does this result in equal opportunities, pay, or titles.
Let’s take it a step further and highlight the even more obstacles that black women face in comparison to white men. Again, the equality aspect—the same distance—does not lead to equal treatment, opportunities, or wins.
Let’s Talk Equity in Education
What’s a system where inequities abound? Yes, there are many racist and inequitable systems full of disparities, but let’s talk real quick about our public education system.
Do you think per student funding should be exactly the same at every school? This would be equality. How about students who come from less or who have less resources to begin with—should they get more to ensure that they can catch up? This is equity.
Equal access to resources for all students sounds like a good goal to have, but this neglects the fact that all students do not have a level playing field, they aren’t all able to start at the same starting line with a clear path ahead (or with everyone having the same exact hurdles). Every single student should have all the resources that contribute and lead to a high-quality education, but we need to be honest and acknowledge that some students need more to get there.
More often than not, low-income students and students of color are the students who are the furthest behind—they need more resources to catch up, succeed, thrive, and close the achievement gap. Providing students who come to school lagging academically (because of factors outside a school or student or family’s control) with the exact same resources as students in higher income communities and schools alone will not close the achievement gap. However, if we make sure that low-income students and students of color have access to outstanding teachers and that their schools have the funding to provide them with exceptional and high-quality education allowing them to succeed will continue us on the path toward narrowing that gap.
Equity in the Workplace
One of the reasons this whole equality vs equity conversation has popped up again is because of the huge emphasis on diversity, equity, and inclusion in the workplace. Did your place of work have DEI initiatives before George Floyd? How about a Director of DEI or a Chief Diversity Officer? While companies are more effective with their DEI initiatives and strategies when there is a dedicated (re: paid) role to lead these crucial efforts, some organizations are establishing DEI committees to address their diversity, inclusion, and equity shortcomings and create plans to move forward. But what, exactly, does equity mean for the workplace?
Workplace equality means treating everyone the same. All employees fall under the same umbrella of policies, privileges, rules, and employee experiences. Workplace equality does not take into account varying demographics and their specific needs which can result in an unfair work environment.
Workplace equity, on the other hand, recognizes the particular needs of employees related to various factors including, but not limited to race, age, religion, gender, sexual orientation, ability, and nationality. It takes all the different needs into account and works to improve the disparities between the minority and majority groups. Workplace equity levels the playing field and in turn increases engagement among employees which contributes to a greater sense of belonging. When employees feel like they have a voice, are listened to, and can be their full selves, there is greater workplace satisfaction which can lead to improved retention. In the end, a company with measurable and improved workplace diversity, equity, and inclusion significantly contributes to the bottom line.
Anecdotal Example
About a year ago I proposed a paid leave policy to my company that would include a 6-month paid maternity leave plan. I won’t hash out all the research, disparities, policy benefits, and differences between other countries and companies here (that’s a completely different post), but when you break it down, paid maternity leave is about equity.
Without a paid leave policy, some mothers are forced to go back to work before their physical and mental health fully recover; they are also more likely to worry about their new babies and have increased anxiety, depression, and stress. Other mothers end up leaving the workforce entirely when they have their baby and have a much harder time returning to work and spend years trying to get back to the level and paycheck they had prior to giving birth. Providing paid leave would drastically help with equity for women (specifically, mothers) in the workplace—it would give them a level playing field.
I remember when I was talking over my ideas before my presentation and a coworker said to me, “but we would have to think about everyone else—they would think it’s unfair.” And that statement perfectly encapsulates equality vs. equity. Equality says we should provide everyone a 6-month paid leave. Equity says new parents need those 6 months so that they can get back to (or close to) a level playing field with their coworkers—it lets them catch up. Paid parental leave policies are highly effective tools for narrowing gender leadership and pay gaps, and thus, decreasing those inequities.
Equity is about addressing and supporting varying needs so that we can all have the same level playing field and equal access to opportunities and success. We can’t just strive for equality because we’re not all starting from the same point, with the same resources, and with the same barriers. Equity acknowledges some of us need more to catch up or that some of us have more privilege giving us a leg (or more) up and already ahead of others before the race even begins. Affirmative action, reparations, paid maternity leave, the American Disabilities Act, and so many many more are all examples of equity policies and ideas that help to minimize disparities and level playing fields. What are some tangible steps you are taking to create more equity around you?
Sources: Kelly Services, Forbes, The Education Trust