What do you think of when you hear the word “equity?”
For most, the assumption is having the same career opportunities available to all employees. However, equity in the workplace is a far more complex issue than one might expect, especially as it relates to diversity and inclusion.
How can you ensure workplace equity in your company? The answer will differ depending on the industry, the individual business, and the circumstances. Some basic understandings of workplace DEI (Diversity, Equity, and Inclusion) can point you in the right direction.
Workplace Equality
The words “equality” and “equity” are frequently used interchangeably. However, they mean very different things. Understanding the actual meaning of workplace equality helps us understand equity better.
At its most basic level, equality means everyone has the same rights, regardless of race, nationality, gender, religion, age, disability, or sexual orientation.
Under equal rights, everyone is free from discrimination and has access to the same opportunities. People are not treated differently based on their belonging to a particular group, for example if they are over 40 or are part of a racial minority.
Equality in the workplace is legally protected in some countries to varying degrees. For example, the United States Equal Employment Opportunity Commission (EEOC), an independent government agency, enforces laws that make discrimination illegal in the workplace. The commission oversees many types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. This is a notable starting point. However, it’s not the same thing as workplace equity. In fact, access to employment and economic opportunity depends on many factors, from underlying economic conditions to social norms.
Workplace Equity
The Difference Between Equality and Equity
The concepts of equality and equity are closely related, but they are not the same. You might wonder, isn’t equality enough? Why does equity matter?
To answer this question, think about a minority group in your organization. Based on ideals of equality, you may have hired an ample number of members of that specific minority group. However, do they have the same opportunities to advance? Another consideration, how many minorities are in leadership positions compared to the majority group?
Building equity in an organization takes time. It would help to listen to members of underrepresented groups in your company, understand their perspective, and commit to creating an equitable workplace for all.
How To Promote Equity in The Workplace
There is no blueprint for how to promote equity in your workplace. Every company is different, and what works for one organization might not work for another.
A good starting point is to educate yourself. Read up on the history of equity in the workplace and get information on how it emerged as an ideal in our culture. There are vast resources on the topic online.
The most crucial starting point is to encourage a safe atmosphere where everyone feels comfortable sharing their unique viewpoints and lived experiences. Once you have accomplished that, there are several steps you can take to facilitate equity in your workplace.
Look At Your Data
Before taking on any systemic change in an organization, getting a baseline for where you are now is essential.
Collect a wide range of demographics and anything that seems relevant. Go beyond the total number of employees in each group and look carefully at their representation in each department, especially on the leadership team. Once you have collected and analyzed this data, identify benchmarks to gauge progress against future aspirations.
Ensure Diversity At All Levels
Many organizations consciously focus on encouraging people from demonstrably under-represented groups to apply for their positions. When diversifying your workforce, it is vital to ensure that all groups are represented fairly in the company.
Diversity often breaks down when it comes to opportunities for advancement. As a result, you might see diversity in entry-level positions that are low-pay, low-skill, and low-responsibility. However, there is often only one or two groups represented at the top levels of management and in leadership roles. Think about how you can move your organization towards more diversity in these lead roles with more equitable promotion practices.
Post Job Descriptions in Different Places
Be honest with yourself about the channels you use to find new talent. Next time you are posting an open position, attempt something different. Explore potential resources that you have not utilized in the past to allow for more equitable access to your open positions. You may be pleasantly surprised at what you discover.
Try posting to a variety of different websites, some of which might target other groups of people than your usual hiring pool. Consider reaching out to diverse organizations and publications that you have not partnered with in the past.
To succeed at attracting the best talent, you will need to be as diverse as possible in your hiring practices and your strategy for retaining employees.
Measure
Equity is tricky to measure, yet you will have to measure it to ensure that you are making progress. You can get meaningful measures of workplace equity through the distribution of employee satisfaction surveys. A net promoter score can also be a good measure. Net promoter score is a metric based on a single question asking participants to rate the likelihood that they would recommend a company to a friend or coworker.
It can also be telling to find out how many employees feel that their salary and compensation packages accurately reflect their experience, skill, and level of responsibility.
Building more equity in your company or organization can be hard work. However, these efforts can pay off with more engaged and motivated employees whose diversity allows you to accomplish what you never could before.