Equity in the workplace doesn't mean making everything the same
With a much-needed focus on DEI (diversity, equity, and inclusion) initiatives, I want to take a minute to talk about equity. I’ve worked in several companies that have very different workgroups that make up the organizations. All have had administrators, and alongside the administrators, there has also been direct care staff, teachers, clinical staff, and/or maintenance staff who take care of the building and grounds.
Some jobs cannot be work-from-home while others can. For example, a healthcare worker seeing patients in a clinic must be in the clinic. An administrator who spends the bulk of his day at a computer might be able to successfully work remotely.
If you state that your workplace is not equitable because clinic or teaching staff cannot work from home but administrators can, and therefore you require administrators to work onsite, you are actually focusing on equality. Equality is the idea of providing the same things to everyone, despite that these things might not benefit the individual or the job role.
What is equity in the workplace?
While equality is important - the inherent message is that everybody has the same worth, yes! - equity is different. Equity considers that everyone is equally valuable and thus seeks to provide the specific things each individual needs to succeed in their job. Those things can vary from workgroup to workgroup and person to person.
Ask: What do you need in order to bring your best self to work each day?
Example: I have a neurological disorder that affects my vestibular system. It is triggered by long hours on the computer. As a marketer, I am on a computer nearly all day. I have made my own accommodations such as changing my diet, taking medication, and using blue-light blocking glasses. My workplace has accommodated my disorder by understanding the need for regular screen breaks, using a special monitor with a color filter, and accepting that I must go outside for 15 minutes every afternoon to keep my circadian rhythms in check. Thanks to these accommodations, my productivity and critical thinking skills have not suffered.
How do you promote equity in the workplace?
First and foremost, ask the staff what they need. This cannot be stated strongly enough. Your company must also provide enough psychological safety that people feel comfortable stating what they need.
Of course, you can employ a task force, but a committee should not be making broad-based decisions without speaking to the individuals being affected, especially when committees tend to comprise individuals who are in roles that vary in authority. For example, if you have a young, new employee sitting on a committee with an executive or a long-time employee, will the new employee feel safe to speak freely without repercussion or dismissal? If you have an employee who is disabled, will that individual feel comfortable asking for what they need from a group of able-bodied folks?
Employee Resource Groups (ERGs) can be helpful.
“Employee Resource Groups (ERG) are employer-recognized workplace groups voluntarily led by employees. These groups allow employees with commonalities to meet, support each other and produce a particular outcome that helps improve your business and their job satisfaction. Also known as affinity groups, employee resource groups give employees the opportunity to build community, have discussions about meaningful topics, and share resources.”
Learn more at Indeed here.
How do you implement equity and equality in the workplace?
When an entire organization has the same rulebook, you may be excluding needs related to a particular demographic, which can lead to an unfair work environment. But how do you ask employees what they need and how they work best, without creating chaos?
First, equity is also not just about pay, although that is part of it. Equity may include learning and development opportunities, a customizable “buffet” of benefits rather than a one-size-fits-all option, or any other needs that vary among gender, race, religion, sexuality, and more.
Asking what employees need doesn’t mean tossing all structure out the window. Keep a framework by deciding which things are non-negotiable. Maybe your business has to be online at certain hours because that’s when your customers are online. That’s non-negotiable for the role.
You must be transparent and openly talk about needs across all levels of an organization. I read the most amazing quote in a post on InHerSight about equity and equality.
“A key facet of leadership is the ability to listen and hear and the ability to empathize and consider a variety of solutions. I don’t know why we have so much respect for consultants and not our coworkers who we see everyday.”
You can find the full post here and I highly recommend reading it for more information about the differences between equality and equity.
A breakdown can arise when staff confuses fairness and equality with equity. There must be transparency. People do not need to know the details of another employee’s personal situation, but make it clear that, if there is a work agreement making someone uncomfortable or curious, they have the freedom and safety to enquire about it with their supervisor.
Does an employee start work an hour later than the rest of his team? Maybe he takes public transportation that has been historically unreliable and thus has a flexible start time.
Does an employee leave the office one hour early each day to pick up his children?
Maybe he gets back on his computer for two hours after dinner each night.
An example of equality vs. equity came up in my team once. I admit I was guilty of assuming the worst. We routinely saw a co-worker leave 10 minutes early each day. This wouldn’t have been a problem necessarily, however this employee also never stayed late and did not work outside his designated 40 hours to accommodate events, which the rest of the staff willingly did and were often expected to do.
What staff didn't know is that he had been coming to work a half-hour earlier each day. This lack of transparency about his work schedule bred resentment among the other staff, which could have been mitigated early on with a simple explanation in a team meeting.
Why is equity important in the workplace?
When all employees feel heard, you will inherently have a stronger culture and a greater tie to your mission. Feeling head goes hand in hand with feeling valued. If you provide employees with the tools they need to bring their best selves to work, they will have lower stress and fewer sick days, and your company will benefit.
When you focus on the needs of the workforce rather than pushing to accept a rigid framework and provide equal access to opportunities and decision-making, everyone benefits.
Of course, you must first have a diverse workforce. If you don’t have that, start with figuring out why.