I was forwarded an excerpt from Chat GPT this week, with answers on the tough topic, we call Equality and Equity, in ‘diversity speak’.

Having recently explored the impact of #bias in the development of #AI, I wasn’t surprised to feel uncomfortable with the essentially US perspective it generated, generously laced with “Diversity Backlash”.

The Power of Perspective: equality vs. equity

The challenge above is one we often feel conflicted about, because we believe so deeply in the concept of ‘fairness’ in the workplace.

The picture speaks to the question of whether we focus more on the ‘fairness’ of inputs or fairness of outcomes?

To answer this question from more than a philosophical point of view, we need to understand the impact identity has on our personal and professional experiences.

Identity and Experience

An uncomfortable truth for most of us, is our identities have a significant impact on our personal and professional experiences.(1)

Below is data confirming the relationship between identity and experience. ie. outcomes, in life and at work.

Uncomfortably, the data confirms our current approach based on equality, ie. the same support for all, (a metaphorical single box), has perpetuated social disadvantage for some, more than others.

• The outcome of this is lower wellbeing and belonging in life, and engagement and inclusion at work, for people with particular identities.(2)

A further uncomfortable truth, is the greater the ‘social headwinds’ people face, the more likely they are to experience bullying, harassment and discrimination.(3)

• They’re also less likely to be promoted into leadership positions, or experience pay equity.(4, 5)

The actual and opportunity cost associated with equality based policies and practices is significant for Australian workplaces and society. Billions each year in sick leave and negotiated settlements, lost productivity and missed opportunity.(6)

Equal treatment, (ie. equality) is actually achieving the reverse of what our organisations and society need.

As we can see from the data above, it’s people with disadvantaged identities whose workplace engagement and inclusion needs are being the least satisfied by our current approach. Not only does this result in reduced personal and professional outcomes for them as individuals, it also negatively impacts organisation performance as well.(13)

With many organisations struggling to reap the benefits associated with 80%+ engagement or inclusion, there is good reason to review the impact of today’s equality based approach in the workplace.

As we need diversity for innovation and productivity, however, the answer isn’t creating more homogenous workforces.

Rather, there is value in considering how we might better meet the needs of those being held back, as a result of our historical notions of fairness based on equality.

Is Radical Belonging the answer?

Belonging is widely acknowledged as the goal for organisations because of its significant performance impact, both personally and professionally.(7)

Radical Belonging, however, recognises the importance of meeting individual needs, to enable individuals to perform at their best. Radical Belonging is founded on an equity based approach.

By offering a ‘menu of options’ for people to access the solution that best meets their needs, (ie. a metaphorical ramp or box,) the data tells us everyone’s belonging increases.

Equity based solutions have been proven to create a ‘rising tide that lifts all boats’.

For example, more flexible and inclusive organisations aren’t just beneficial for ‘target’ groups, they offer better workplace experiences for everyone.(8)

Flexibility and Parental Leave are 2 mature examples of the impact of equity based workplace policies.

Because of the menu based design of flexible work and parental leave, all genders have the opportunity to access work (and life) in a way which works best for them.

• We don’t have to look far on LinkedIn to notice the joy some men are expressing as a result of taking parental leave, and forming stronger bonds with their young children and communities.

This equity based approach inoculates people (and society) against some significant work and life challenges.

• In the case of men, loneliness and even suicide is concerningly common, and a consequence of low belonging and connection. One reason women are less likely to take their life by suicide, is their stronger family and community connections and contributions.

• In the case of women and other minority groups, there is less potential for domestic violence and financial abuse, because of the greater financial independence attained through access to work.

• We also know increasing women’s participation in the workplace offers significant economic benefits.(6, 12)

So why is it that organisations hold on to the notion, we need to treat everyone the same? ie. equitably

Perception and Perspective

Unless people have someone in their life who is being ‘held back’ by our existing equality of inputs approach, such as a daughter, a person of colour or with a disability, they tend to believe the extra benefits some can access, but not others, are ‘unfair’.

As we’ve seen, this has the potential to polarise one group against another, and create what’s become known as ‘identity politics’ and ‘diversity backlash’.(9)

We saw these factors at play here in Australia during The Voice Referendum. One of the reasons for its failure, was in part, because many people didn’t understand our country’s most disadvantaged people needed support just to experience equity in Australian society - as it is today.

The Power of Perspective in Leadership

Perspective is a powerful leadership trait, and highly correlated with empathy, self awareness and capability.(10)

The people who are most likely to be successful at understanding other’s peoples’ perspectives:

1.     ask for everyone else’s perspective,

2.     take the time to absorb and think deeply about the impact of decisions,

3.     aren’t rigid in their thinking or solutions.(10)

In today’s fast paced workplaces, however, 'perspective taking’ isn’t a skill we necessarily believe we have time to engage in.

Although, if we continue to treat everyone the same, we will maintain the status quo, which most people who understand the impact of our historical approaches, don’t believe is fair either.

By not considering the real world outcomes of equity based workplace policies and practices, we’re perpetuating our flawed perceptions of equality, and our commitment to ‘fairness of inputs’.

The flawed perception of fairness of inputs, combined with a lack of perspective, are at the very heart of the diversity backlash Chat GPT highlighted.

Creating Radical Belonging demonstrates how equity based workplaces and policies, have the potential to create a ‘rising tide which lifts all boats’.

Not only does that approach promote greater engagement and inclusion for more individuals and improve their workplace performance, it also increases productivity for organisations and society.

Whilst the equality vs. equity discussion is an uncomfortable one, it is important if Australia is to increase its productivity, which has been languishing now for some 60 years.(11)

Fair or Flawed, Equality vs. Equity

Author’s note: this is also a timely reminder of the potential for Generative AI to perpetuate invisible bias, by reinforcing ‘majority’ views from other countries, cultures and societies. These may not necessarily align with our own social norms, and highlights the importance of partnering Artificial Intelligence and Human Intelligence.

At I LEAD Consulting we’re on a mission to simplify Diversity and Inclusion for Leaders and Teams.

PRACTICE  INCLUSION | EMBRACE  DIVERSITY | ACTIVATE  ALLIES

References: 1. Monash University; 2. NSW Public Sector; 3. Respect @ Work Report; 4. Australia Public Sector; 5. WGEA; 6. Deloitte; 7. Bersin; 8. Diversity Council of Australia; 9. Science Direct; 10. Ferguson; 11. Productivity Commission; 12. McKinsey; 13. Gallup