Achieving Equity in the Workplace

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equity in the workplace

By Bill Swan, Principal Consultant

Human resources professionals play a critical role in ensuring that equity in the workplace is maintained in employment practices. With the recent announcement that the Society of Human Resources Management (SHRM) will remove Equity (E) from the acronym DEI and move forward with I&D, it is a good time to revisit the concept of equity.

Equity vs equality

Equity in the workplace means that people are provided with fair and equal opportunities, resources, and treatment based on their individual needs. Merriam-Webster defines equity as “justice according to natural law or right; freedom from bias or favoritism.” We can think of it as the fair and just treatment of all people, where everyone receives the resources they need to succeed.

Equity is often confused with equality, but they are distinct concepts. Equality means everyone receives the same resources, while equity means everyone receives the specific resources they need to succeed according to their unique needs. For example, allowing everyone to enter a building represents equality. Making the building accessible for people in wheelchairs, or for those people who are blind or have other disabilities, represents equity.

equity in the workplace

Equity in Practice

Bias-free job descriptions and accessible postings:

  • Using inclusive, gender-neutral language in job postings ensures that all candidates see themselves as potential applicants, rather than feeling excluded by wording that may unintentionally favor one gender.
  • Make job postings available in both digital and non-digital formats, and post them across multiple diverse platforms, especially those frequented by underrepresented groups. This broad approach helps attract a wider, more diverse pool of talent.

While there are many ways to promote workplace equity, job descriptions and postings play a crucial role in shaping a fair hiring process from the start. By prioritizing inclusivity in these areas, organizations take a significant step toward building a more equitable workplace.

When recruiting and working through the hiring process, consider:

  • Masking applicants’ names can help eliminate biases related to gender, race, ethnicity, national origin, or other characteristics that may be inferred from a name, ensuring a fairer evaluation process.
  • Providing interview training for hiring teams and structuring interviews with consistent, job-related questions helps create an equitable process. This approach not only promotes fairness but also ensures that employers can confidently defend their hiring decisions if a discrimination claim arises.

When it comes to compensation and benefits:

  • Despite hopes of achieving pay equity by 2024, women in the U.S. still earn, on average, 16% less than men. This wage gap varies further by factors such as demographics, industry, region, and state. While decades of effort have led to progress, significant disparities remain.
  • To close this gap, organizations should conduct regular pay audits and evaluate benefits to ensure they support a diverse workforce. This includes considering the needs of mixed families, multi-generational households, diverse cultural and linguistic backgrounds, individuals with disabilities, and more. Proactively addressing these factors helps create a more equitable and inclusive workplace for all.

Equity in the workplace with fit hr

human leadership

DEI initiatives are often placed solely in the hands of human resources, but true, lasting impact requires leadership involvement at every level. For meaningful progress, leaders must be actively engaged and properly trained to integrate equity into the broader business strategy. When leadership prioritizes DEI, it not only cultivates a culture of inclusion but also strengthens employee engagement, drives innovation, and enhances overall performance. By embedding equity into everyday practices, organizations can create a workplace that is truly fair, supportive, and reflective of diverse perspectives.

If your organization needs support in developing or enhancing its DEI strategy, we’re here to help. Contact us, and let’s start a conversation on this important topic.