What’s the difference between Equality and Equity?

I hear this question a lot. 

In fact, it’s one of the key slides that makes it into most of my decks when I talk about the basics of Equity, Diversity and Inclusion.

Some people wonder if “equity” is simply a spelling mistake, and it’s actually supposed to say equality.  Others are completely baffled as they associate equity with house prices.

So let’s get this one covered off so we’re all clear on what equity is, and how it’s different to equality.

Put simply:
Equality = treating everyone the same, applying the same rules or offering the same resources.

Equity = paying specific attention to what a person actually needs in a particular situation to enable them to have the same access, experience, or opportunity as others.

Two images side by side showing a vibrant scene of 3 people. A tall person wearing a blue shirt, a smaller person wearing a red shirt, and the smallest person wearing a purple shirt, all trying to see over a fence to a baseball game.

Image Credit: unknown

We may have seen this image before, or a variation of it. It’s widely available on the internet.   3 people of different heights trying to look over a fence. Equality is everyone being given the same box to stand on to see over. This may be the solution for one of them but may not be appropriate for all 3. Equity is recognising that each will need a different size box to enable them to get an unrestricted view over the fence.

How does this work in an organisation?

Now, unless you are particularly involved in events or fence installation, it may be a challenge to see how this could apply to your own organisation. So, let’s think of it this way:

You have identified you have a gender pay gap of 16% in your organisation.  This means that the difference between the average salary for a man and the average salary for a woman is 16%.  Equality would see you offer every employee X% pay rise because they performed at a certain level this year.  In this example you have treated everyone the same way, so you perceive this as “fair”.  But in doing so, you are failing to address the actual problem with your gender pay gap, meaning the difference will remain at 16%.

Now, if we take an equitable approach to your pay awards, you would look at your employees as individuals and decide what pay increase is appropriate to bring them in line with their colleagues to close the pay gap for that person, and over what period of time you wish to do this.  In this example the perception of what is “fair” is placed on the achievement of pay equity for performing similar roles.

Another example might be your online recruitment process.  In this example, equality would be asking applicants to complete a standard online form if they want to come and work for you. Applying an equitable approach would recognise that people have different requirements in terms of their access to, and comfort and ability with, completing online forms.  Therefore, offering alternatives such as video or voice submissions, or alternative offline submission processes would be offered in addition to your standard online submission form.

There are, of course, many more examples, and this is before we even get on to talking more deeply about Equity versus Justice… (that’s an article for another time). But as a conversation starter, this is as good a place as any to begin.

Did you know the difference between Equality and Equity?

What will you do differently now that you do?