Before we can talk about equity, we have to understand that “equity” and “equality” are not synonymous, so it’s important to not use them interchangeably. In social justice movements and policies, they have important differences. When we talk about equality, it means individuals or groups are given the same resources and opportunities, no matter what their circumstances are. For example, employees may be given time off according to their individual cultural/religious events, and not only around Christmas. This doesn’t work in social movements because equality can sometimes increase inequities, because not each individual needs different resources to do well. Equity, on the other hand, means meeting allocating resources to people where they are. It recognizes each person has different needs to thrive, instead of giving everyone the same opportunities and resources across the board. With equality, individuals get the same thing regardless of what they already have, but with equity, each person gets individualized resources and opportunities.
In terms of equity vs. equality in the workplace, equality provides employees with access to the same resources and opportunities. Even though this sounds good, it often fails to address the issues of underrepresented individuals, and can be unfair to marginalized populations. Equity recognizes that each employee has different levels of access to resources and varying levels of privilege. Those who have less access need more support to reach their full potential within the company. So how do you make sure your workplace practices equity? It can be hard to measure since there’s no set bar, and it depends on each individual. However, there are a few ways you can implement equity as a leader.
- Have open discussions in the workplace
First, you should be able to recognize the need for equity. Make sure that work is a safe space for open discussion. Listen to what your employees need, and implement those things. Have open conversations about mental health and burnout, and provide appropriate resources. Make sure your employees know about these resources and how to access them. They should also be able to talk to you without fear of repercussions. Taking steps to alleviate stress in the workplace will only lead to more productivity.
- Make sure that there’s access for all employees
As much as possible, it’s important to make sure the building is accessible (meaning the meeting rooms are wheelchair friendly, there’s an elevator if there’s multiple floors, etc.). In addition, make sure there’s accurate closed captions on videos — not all disabilities are visible. Have the flexibility to work from home. For people with disabilities, chronic pain, and mental health concerns, remote work has become the norm in the last few years, so there’s really no excuse to not have a flexible work policy for most job positions in an office.
- Be transparent about wages
Pay transparency is fundamental to equity in a workplace. It’s important that employees know that you are working towards completely getting rid of pay disparity, no matter the ethnicity, gender or age. You need to openly share compensation information with all employees. Make it clear what the salary is in job descriptions. Wage transparency will also save you time if a job candidate ends up passing on the job because it doesn’t meet their pay expectations. It also serves to build trust between you and your employee right from the start.
- Consider skills-based hiring
In the case that the job position does not necessarily require higher education, consider shifting your hiring process to skills-based hiring. Not having access to higher education doesn’t mean individuals don’t have the skills required to do the job well. Take into account previous work experience and the skills the candidate has demonstrated. You can also invest in these employees by offering a workplace education program. This resource may help them to grow in their roles and at the end of the day, will only benefit your company.
- Strive for diverse representation
Make sure your employees, as well as those in leadership positions, reflect a commitment to diversity and inclusivity. Be aware of those who are getting promoted or raises, and make sure it’s available to everyone across the board. Different perspectives and voices will only make your company leadership stronger. If you’re able, create a system or team that’s committed to working towards an equitable workplace. This includes company culture as well as workflow. Evaluate company diversity by sending out surveys.
- Offer group health plans
Access to a group health plan is typically more affordable for employees that may not have the means to get an individual plan. This ensures that everyone has access to necessary healthcare services. A good benefits package helps to retain employees, and more importantly, allows all employees a health plan and promotes their well-being.
Helen Jacob | Contributing Writer
