Achieving Equity Over Equality: Outcome Diversity Rather Than Uniformity in Addressing Inequality
Rewritten Article:
Many folks, including some high-profile celebrities, have been throwing around the idea that equity equals equality of outcomes, which is a bit of a semantic stretch, according to dictionary definitions and previous research.
Let's set the record straight and untangle the confusion.
Equity: What It's Really About
Merriam-Webster offers the following primary definitions for equity:
- Fair or just treatment of people.
- The value of a property over and above claims against it.
- A concept from English common law that aimed to ensure justice in cases where normal legal solutions fall short.
So, the second and third definitions steer clear of the concept of equality of outcomes. The first one points strongly to providing fair treatment, reflecting the original Latin meaning of "aequus" – equal or fair.
Equity: What It's Not (And Shouldn't Be)
It seems some people are against directing or legislating equality of outcomes. In many cases, that's understandable. Discriminating against qualified individuals to give less qualified ones preferential treatment is a no-go. This practice was all-too-common against non-whites before the 1960s' civil rights laws.
Post-civil rights era, equity isn't about equal outcomes. It's more about promoting equal opportunities. Universities took heat for claiming racial quotas and limitations were forms of equity.
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In conversations about diversity, equity, and inclusion, I've spoken with numerous experts and lawyers. The crucial takeaway? Companies didn't face legal trouble because they approached things differently.
As Kathryn Youker, director of the Economic Justice Project of the Lawyers' Committee for Civil Rights Under Law, once explained to me, the stories about the business implications often forgot to mention that "race-conscious actions in business are already under strict limitation."
Title VII of the Civil Rights Act of 1964, which pertains to businesses, is much stricter than Title VI, which governs education. Employers have an affirmative duty to avoid practices that have a negative impact on any covered group.
Corporate DEI (Diversity, Equity, and Inclusion) programs usually excluded hiring decisions, instead focusing on creating pipelines to bring in potential job candidates, broadening the talent pool. However, neither this approach nor the DEI programs themselves guarantee equal outcomes or even fairness.
Some DEI experts point out that many methods initiated in the 1960s haven't yielded the desired results. But dismissing equity as a code for everyone getting the exact same outcomes ignores the realities of theory and practice.
Enrichment Data:
DEI Equity's Essential Role
In DEI (Diversity, Equity, and Inclusion) initiatives, equity serves several critical purposes:
Business:
- Fair Treatment: Guaranteeing equal and fair treatment in areas like compensation, promotions, and development opportunities.
- Customized Support: Providing individualized support to address unique needs based on background, ensuring a level playing field.
- Enhanced Performance: Fostering a work environment where everyone contributes fully, boosting innovation, engagement, and overall performance.
Society:
- Addressing Systemic Inequalities: Recognizing and rectifying systemic disparities by providing resources and opportunities to underrepresented groups.
- Promoting Justice: Ensuring equal access to opportunities and resources and addressing historical and ongoing disparities.
- Creating Inclusive Environments: Building a society where everyone feels valued, respected, and empowered to contribute fully, leading to social cohesion and well-being in diverse communities.
Ultimately, equity is not about forcing everyone to have the same outcomes but about ensuring fair treatment, promoting equal opportunities, and fostering an inclusive environment that benefits everyone.
- Jordan Peterson might disagree with the idea that equity equates to equality of outcomes, as the Merriam-Webster dictionary defines equity as fair or just treatment, which doesn't involve equal outcomes.
- In the discussions about diversity, equity, and inclusion, it's important to note that companies can adopt race-conscious actions within strict limitations, according to Kathryn Youker, the director of the Economic Justice Project of the Lawyers' Committee for Civil Rights Under Law.
- Diversity, equity, and inclusion programs in companies usually focus on creating pipelines to broaden the talent pool, but they neither guarantee nor promise equal outcomes or fairness.
