Workplace equity vs. equality: a two letter difference with a massive impact

Understanding workplace equity vs. equality is pivotal to enhancing a positive, engaging, and successful work environment. Although these two words sound similar, their meaning and application in the work environment are undoubtedly distinct. You can be equal but unfair toward your team members. Ideally, you want to implement both simultaneously.

A fine line exists between promoting equality and impartiality in a diverse workforce. Fostering equality doesn’t mean encouraging equity. It is one step that gets you closer to it, but it doesn’t guarantee it will follow. Allowing all your employees to apply for a specific position means you give them the same opportunities. They can all submit their application. Yet, is the recruitment process based on practices supporting rightfulness and avoiding discrimination? That is the question and the aspect you need to ensure. 

As one of the three core pillars of DEI (Diversity, Equity, and Inclusion), workplace equity is as important as equality. So, how does equity at work happen? What are concrete examples of equality and fairness at work? That’s what you are about to find out: to create an equal and fair work environment for all. 

The difference between workplace equity vs. equality

What is equality in the workplace?

Equality is “the state or quality of being equal.” This means offering the same opportunities to everyone. For example, when you hire two new employees and give them both an assigned desk, you are equal as you provide them with identical equipment. However, it doesn’t always imply you are being fair as you overlook their needs and individual differences. 

Let’s say Jonathan, your new team member, has a physical disability that prevents him from sitting all day. His working environment doesn’t meet his needs. Still, Jonathan is treated equally; he gets a workspace just like his colleagues. Equality is applied, but equity isn’t.

What is equity in the workplace?

Equity means “the quality of being fair or impartial.”

It is about understanding that we are not all equal in front of a similar situation and making adjustments to give everyone the same chances without any discrimination. Offering an assigned space to Jonathan can be a first step toward a more fitting approach. Yet, providing him and the rest of your workforce with ergonomic equipment is what workplace equity looks like in practice. It enables them to have access to a work environment that matches their needs to perform successfully.

Here is a simple way to remember the difference between equity and equality: “Equality is giving everyone the same pair of shoes. Equity is giving everyone a pair of shoes that fits.” In the workplace, equity consists of adjusting to your employees’ needs to give all workers the same opportunities to succeed and show their full potential.

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Why understanding equality and equity differences is paramount

The undeniable bond between creating an equal work environment and promoting fair practices for all

Both equity and equality have to do with how people are treated and aim at ending injustice and unfairness. Equality is easier to reach and doesn’t involve implementing equity. However, equity is more complex and challenging as it implies subjectivity. It can only be achieved if both workplace equality and fairness are applied.‍ Without equitable practices, equal opportunities may not be meaningful for all your team members.

For example, offering flexible work arrangements to all employees (equality) ensures everyone has the same benefits. However, providing additional remote work options for workers with disabilities or parents (equity) acknowledges their specific needs. This enables them to engage fully in their roles and helps you promote genuine workplace fairness, as it requires blending equality with equity-focused interventions.

The consequences of encouraging equality but no equity

Encouraging equality without promoting equity is like building a diverse workforce but practicing tokenism. The situation appears fair from above. Upon closer inspection, it's not. 

It is the difference between doing it and doing it right. Without equity, all efforts to create a diverse, inclusive, and fair work environment collapse. It is the last stone to reach fairness and meet your clients’, partners’, and employees’ expectations regarding DEIB in the workplace (Diversity, Equity, Inclusion, and Belonging). For example, you may offer all your employees the same professional development programs (equality) but fail to provide additional resources like mentorship for underrepresented groups. Consequently, those facing fewer obstacles may advance more rapidly while others struggle to keep pace, perpetuating existing disparities. 

Workplace equity and subjectivity

Subjectivity is at the center of equity. Yet, it can have beneficial and detrimental effects that create challenging situations.

On the positive side, it allows for personalized support that considers individual circumstances and promotes a more inclusive work culture. For instance, you might offer additional training to employees returning from parental leave as you recognize their unique needs for reintegration. 

However, subjectivity can also lead to inconsistency and favoritism. An action that seems just and right to one person might appear inequitable to another. For example, if adjustments for work-life balance are granted informally and randomly, some employees might perceive bias and feel a sense of injustice. 

Finding the right balance and explaining its purpose to all your team members is essential to creating a positive and fair work environment.

👉 Discover 39 great work-life balance examples for modern and forward-thinking businesses!

Concrete equity vs. equality in the workplace examples

What does equality and equity at work look like in reality? What practices can you implement to enhance a fairer work environment? Here are additional clear examples to illustrate the difference between equity vs. quality.

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Best practices to bring more equality and equity into the workplace

The role of the deskbird app in promoting equity and equality at work

You probably wonder what a workplace management app has to do with fostering workplace equity and equality. Well, arriving at the office and not getting the workspace you need to work efficiently as you check in later than your colleagues because you live outside of the city isn’t really fair, is it?

Not only does deskbird allow your staff to schedule their weeks according to their requirements, but it also enables them to select and reserve the workspace they need when coming on-site. These are just two examples of how our tools encourage equity and equality at work. 

Yet, all our features are designed to support your workforce’s diverse needs and be user-friendly. By accommodating varied work styles and personal circumstances, our technology favors an inclusive environment where all employees can perform at their best, regardless of their situations.

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The impact of your management style on encouraging equity and equality

Knowing your employees’ needs is the initial step to creating an equal and fair work environment. To do this, a people-first culture is essential. It is important that your workers are comfortable expressing their requirements and that you welcome and consider their feedback. A fair and inclusive management style plays a major role, too, as it helps everyone feel considered and entitled to the same opportunities and treatment as anybody else.

The implementation of clear policies about equality and equity in the workplace

Creating and implementing policies is essential to ensuring everyone is on the same page and follows equality and equity principles. Policies give all your staff a clear understanding of the do’s and don’ts, what is recommended, and what is unacceptable. These rules and guidelines help avoid discrimination, tokenism, and favoritism.

The importance of DEIB training

DEIB training is vital for both managers and team members. It educates employees on recognizing and addressing biases and systemic barriers. It also fosters an inclusive work culture by equipping them with the skills to engage respectfully and effectively with diverse standpoints. From a leader’s point of view, these trainings help them to implement equitable practices thoughtfully and ensure all their coworkers have the necessary support and opportunities to succeed.

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💜 Read more about the impact of an inclusive work culture and how to foster it!

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The value of transparency and accountability

Discrimination, favoritism, and biased behaviors from managers to employees and among coworkers are unrelated to a workplace that aims to promote equality and equity. For this reason, transparency and accountability should be part of your company’s core values. 

Transparent policies make decision-making processes clear. Employees then understand how opportunities and resources are distributed better. Accountability holds leaders and staff responsible for encouraging equitable practices and handling biases. This double approach supports integrity and inclusion so everyone feels valued and respected. 

The contrast between workplace equity vs. equality lies in considering each employee’s individuality and needs. There are many ways to foster these two aspects simultaneously and create a workplace where discrimination is a no-go. As more people seek a more people-centric work environment, DEIB and equality are core pillars of an attractive and successful business. 

Allowing flexible work practices can help you encourage equality and equity at work. 

At deskbird, we help you design the best hybrid work policy according to your company and workforce’s needs. We also support you in fostering an employee-first, flexible work environment and improving your staff’s on-site experience.

Request a free demo of the deskbird app and discover how our tool works and how it can benefit you and your team!

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Sources:

• Equity vs. Equality: What’s the Difference?, MarinHHS;
• Equity vs. Equality: A DE&I Advisor Explains the Difference, Insight Global.

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