Equity vs equality — levelling the playing field

“We treat everyone the same here” is usually said with pride. But sameness and fairness aren’t the same thing. If people are starting from different places — with different barriers, histories and access — then identical treatment quietly locks in the gaps that were already there. Equity is the move from same to fair.

What’s the difference between equity and equality?

The well-known equity vs equality cartoon — three people of different heights trying to watch a game over a fence — captures it: equality gives each the same box to stand on; equity gives each the number of boxes they actually need to see over. Picture a race instead: equality hands everyone identical running shoes; equity notices that some are starting metres back, some are carrying weights, and some are running on a track full of hurdles — and does something about it. Only then does the result actually tell you anything about merit.

We’re running different races

The barriers people face are real, and many are invisible to those who don’t share them. The colleague who never speaks up in meetings, the candidate whose CV has a gap, the parent who can’t make the 8am call — what looks like a lack of merit is often a track full of obstacles only some people can see. Equity is the discipline of looking for those obstacles and removing them, rather than blaming people for tripping over them.

The myth of pure meritocracy

Meritocracy is a lovely idea: the best rise on their merits. The problem is that it assumes a level field that rarely exists. When the starting lines are unequal, “the best person for the job” quietly becomes “the person most like the people already in charge”. Believing the field is level when it isn’t doesn’t remove bias — it just hides it. Equity is what makes merit meaningful.

What equity looks like in practice

• Remove barriers. Accessible processes, flexible working, and reasonable adjustments as standard, not as favours.
• Open fair routes in. Reduce reliance on networks and “culture fit”; widen who gets to apply, be seen and progress.
• Check decisions for bias. Look at who gets hired, promoted and sponsored — and notice the patterns.
• Adjust, don’t lower. Equity isn’t about dropping the bar; it’s about making sure everyone can reach it.

Equity builds belonging

Fairness is felt. When people see that the system flexes to meet real need rather than rewarding whoever started ahead, they trust it — and trust is the soil that belonging grows in. Explore Diversity, Equity & Inclusion or hear these ideas explored on the Inclusion Bites podcast.