The words “equality” and “equity” are often used interchangeably in the context of Diversity and Inclusion however the impact of focusing on equality over equity can be damaging to both minority communities and the business.

Equality relates to treating everybody equally. Equity implies justice or fairness, thereby seeking to provide each individual with the tools that they need to be successful.

To give this context, a focus on achieving equality might split funding and resources equally across all pupils in the UK. This may mean that some students have unused resources that may be wasted, and others with greater needs are left without all that they require. Focusing on equity, for example, would seek to provide additional resources to lower income, racially diverse communities, for example, in an attempt to close the “opportunity gap” and to counteract the contrasting opportunities to which these students are afforded. Note this is not an “academic gap”; all students have the capacity to be successful.

Targeted resources should include individualised holistic support to address potential barriers such as poverty, access to transportation or technology. For example, simply providing a laptop to all students during the COVID-19 lock down procedures helped the majority of students to maintain a learning regimen, however it did nothing to support students without access to Wi-Fi at home.

Equality whilst positive in intent can unintentionally promote privilege and erase the unique experiences and circumstances of individuals. For a business it requires flexibility in approach and an adaptation to differing circumstances.

Examples of an equitable approach in the workplace could include:

• Targeted work experience and internship programmes for less privileged communities versus a standard referral approach

• Extending placement of job adverts to networks that connect with future talent within minority communities

• A focussed mentorship programme with endorsement from senior leadership for colleagues within minority communities

• Encourage more junior colleagues to “helm” client meetings to give them more exposure and growth opportunities

The difference between equality and equity can also be thought of in terms of the golden rule versus the platinum role (a term taken from Mary Frances Winter’s book “We can’t talk about that at work”.). We are all taught the golden rule of “treating others in the way that you would like to be treated”, but superior to this is the platinum rule: “treat others the way that they would like to be treated”. This is more difficult because this involves thought and action in order to reach out and source different perspectives and experiences. However it may inevitably result in a more inclusive and open environment.

Targeting equity for all colleagues and being equipped to provide the relevant resources for individuals from all backgrounds and requirements will result in better health for employees, more diversity of thought and a wider talent pool.

What is your experience in regards to focusing on equity versus equality? Had you heard of the platinum rule before? Comment below or click the “Ask a question” button to find out more.