Equity Issues In The Workplace – Organizations committed to positive change in today’s work culture are taking action-oriented steps toward better diversity, equity and inclusion (DEI). Diversity in the workplace is now a familiar concept for forward-looking companies. But in recent years, greater awareness of the social exclusion faced by people from marginalized backgrounds has brought the term “fairness” to the fore in conversations about diversity and inclusion.
As business leaders continue to strategize how to foster a culture of belonging among their employees, it is important to add the idea of workplace equity to their leadership toolkit.
Equity Issues In The Workplace
In this article, we will discuss the meaning of fairness, why it is important, and how you can build a fair working environment for your employees.
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Equality in the workplace is the concept of providing fair opportunities for all your employees based on their individual needs. Before we get into the details of what this looks like in practice, let’s review a few important definitions.
Although fairness and equality are similar, they are not synonymous. In order to properly plan for a fairer workplace, it is important to have a clear understanding of the difference between these terms.
Equality seeks to give all employees access to the same resources, regardless of the existing barriers they may face. It can refer to an equal distribution of money, resources or opportunities between workers at a similar level.
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Equality is, in many ways, a useful concept that can push company culture in the right direction. However, it often fails to address issues of underrepresentation or an unfair status quo.
Equity differs from equality in that it does not provide equal resources and opportunities to all. With equity, an organization recognizes that each employee has different access to resources and privileges. And those with less access may need more support to take fair advantage of opportunities within a company.
Fairness can be complex to demonstrate in the workplace. This is because what constitutes fair and just treatment is often subjective and unique to each individual employee’s experience.
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However, an organization can demonstrate fairness in the workplace by first acknowledging this reality. Fostering a fair workplace starts with cultivating a safe environment that allows for open discussion and understanding. We’ll talk more about specific steps you can take toward justice in the next section.
Fairness in the workplace is about “leveling the playing field” and giving each employee the unique resources they need to access opportunities in a particular organization. Here are a few ways you can implement an equity practice in your company.
There is no surefire method to accurately measure workplace fairness, making it challenging to understand the impact of your efforts. A common tactic for understanding the state of equity in your organization is through employee satisfaction or net promoter score (NPS) surveys.
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It’s also important to work closely with your people management team and coach them on how to have open conversations about DEI with their direct reports. Managers are in a unique position to build trust with their teams and seek honest feedback.
Equity, the practice of meeting the unique needs of individual employees, is a vital concept in today’s workforce. Implementing equity action in your organization has the potential to change the lives of your employees and affect positive change in the world.
Read more: Education is recognized as the ‘great equalizer’, but what does it really mean when it comes to your business? Discover 3 reasons to rely on workforce training to promote diversity, equity and inclusion. Don’t talk to me about it at the parties tonight. Invite us to your office in a few days, or you can come to ours, whichever suits you best, and we’ll tell you all about them.”
Gender Equity Vs. Gender Equality: What’s The Distinction?
It was March 5, 2018, when Frances McDormand delivered a powerful message during her Oscar acceptance speech for Best Actress: women have ideas, and to make those ideas happen, they need a seat at the table
To be equal with their male counterparts. And it’s not just about performance for its own sake; it is not about achieving gender balance in numerical terms. It’s certainly a good start. But to elaborate on McDormand’s point, what is even more important is to achieve gender balance in leadership roles, in the decision-making process and in the strategic part of the business.
With International Women’s Day just around the corner, now seems like the perfect time to continue the discussion about gender balance, especially in leadership. Every year on March 8, women’s rights to education, equal pay and fair treatment in the workplace are recognized worldwide. And while the fight against gender inequality in the workplace is not a one-day event, this day is still a good opportunity to assess where we are now, what has changed since last year and the years before, and where we can improve.
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In a Pew Research Center study, we find that “young women today begin their careers better educated than their male counterparts.” And since most women are now getting more education than their mothers and grandmothers before them, they are able to transfer those skills to the workplace, and it’s starting to show. In another study, we learn that Americans find no significant differences between women and men in their ability to run a company, with numbers varying by sector.
In fact, in certain industries, women seem to have an advantage based on the survey results. 31% think a woman would do a better job managing a retail chain, while only 6% could say the same for a man. In healthcare, 19% thought a woman would be a better choice for hospital manager, while less than half (8%) said the same for a man.
Several studies show that when women occupy senior positions, companies become more profitable. (Some examples here and here.) These numbers help investors look at companies founded by women. They also force business owners to consider diversifying their senior management.
The Issue Of Workplace Equity
Only 23 of 239 VC-backed unicorn companies worldwide have female founders, while women are also underrepresented in CEO positions, with only 4% of US Fortune 500 companies having a female CEO. For women of color, the numbers are even more disappointing, with only 4% holding a CEO role among corporate America. In the same 2018 Woman in the Workplace study, we learn that for every 100 men who are promoted to the managerial level, only 79 women are promoted and, if we break the data down even further, only 60 black women are promoted.
In a year-over-year analysis, we can see that women are gaining more board seats, but men significantly outnumber women in all regions. For example, between 2005 and 2014, European companies had 14% women on their boards, and this percentage rose to 24% as of 2014. In other areas, the inequality between men and women is even greater: for example, in Japan the same indicator increased from 1% to 2%, and in North America from 15% to 18%.
Finally, working women can now earn higher wages than in the past, but still earn less than their male counterparts. Based on data from the US Census Bureau, a woman makes 80.5 cents for every dollar a man earns. And when it comes to top earners, job aggregator service Adzuna found that only 11% of those earning more than $100,000 a year are female employees.
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Creating a safe and fair workplace starts with hiring. That’s why we’ve developed solutions to cultivate inclusion and support diversity at every stage of the hiring process.
Everyone is all about diversity and inclusion in the workplace these days. However, the numbers above tell a different story. It seems like we need to get more women into leadership, but we don’t really know how to do it.
One of the main reasons for this gender inequality is that we are bound by old habits. Historically, C-suite roles have been held by men, and in certain industries, such as technology or manufacturing, the disparity is even more apparent. Consider, for example, an engineering position. Traditionally, there have always been more male job applicants for a similar role, so naturally those male applicants are hired and eventually promoted to management positions.
Promotion Of Diversity, Equity And Inclusion
Even if things have changed now and more women are choosing to study engineering and web development, they still find it difficult to break into this male-dominated space. And when they go in, they hit a dead end. For men, careers seem predetermined; their (male) managers have already shown the way. But how can women compete with their male counterparts who are already on their way to becoming managers? And most importantly, how can they advance their careers if no one advocates for them and if there are no other female leaders to lead by example?
“After a certain age, women will struggle to balance the needs of the family with the demands of high office.”
These are all generalizations and stereotypes, but they have an impact on how women are treated in the workplace. We tend to think that women won’t be able to
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