Equity in an organisation ensures that all employees, irrespective of their background, have equal access to resources, opportunities, and career progression. While diversity focuses on representation, equity removes systemic barriers. Here are seven practical strategies to integrate equity into your business culture.
1. Take the Lead with Accountability
As a leader, you have to lead by example. Demonstrating equity at top levels will infuse accountability into your organisation. Setting quantifiable objectives, such as raising the proportion of underrepresented groups in leadership by 30% in three years, is one way for leaders to demonstrate accountability. Managers can eliminate any unconscious prejudices by completing bias training, which is a good idea before assigning them to projects, giving them promotions, or giving them feedback. Make sure the CEO’s salary is linked to equity criteria, such as closing pay disparities or increasing the retention of workers from disadvantaged groups.
2. Conduct extensive pay equity audits
Pay discrepancies that persist are often the result of opaque compensation practices. Work with HR analytics tools like Mercer or PayScale to analyse compensation across tenure, genders, races, and positions. Pay scales should be standardised, and raises should be linked to performance, effect, and ability rather than bargaining power. An organisation carrying out such audits might discover, for instance, that women in mid-level positions make 8% less than men in the same position. This may lead to fairer pay structures.
3. Consider your hiring practices
Often, traditional hiring practices inadvertently contribute to inequity. Random terms like “cultural fit,” which are commonly used in job descriptions, may favour applicants with backgrounds comparable to those of current employees. By replacing vague or biased language with skills-based criteria that emphasise measurable abilities, such as “proficiency in data analysis” or “experience managing cross-functional teams,” this can be fixed. Show hiring committees how to evaluate candidates by using prepared questions in methodical, structured interviews.
4. Establish safe spaces for candid conversations
Workers must have a safe space to air grievances without worrying about reprisals. Create Employee Resource Groups (ERGs) for underrepresented groups, such as working parents or LGBTQ+ employees, and provide funding for their projects. Every three months, management should host “Equity Roundtables” to openly debate employee views.
5. Make an investment in fair development
Opportunities for upskilling frequently benefit people who are already in privileged situations. Funding certificates for staff members who lack the funds to upskill themselves is one way to try levelling the playing field. Launch mentorship initiatives that pair junior employees from underrepresented groups with senior leaders. Develop customised learning programs with AI-powered tools like Degreed to ensure that employees from different backgrounds may receive relevant training.
6. Normalise adaptability inside the company
Rigid labour arrangements disproportionately exclude caregivers, remote workers, and those with disabilities. Establish flexible policies, such as meeting-free days, core hours that may be changed, and hybrid work patterns, to reduce burnout. Use collaboration tools like Slack or Asana to remain productive across time zones.
7. Carefully monitor your progress always
Regularly check your organisation’s equity levels. Monitor information such as ERG engagement, underrepresented staff retention, and gender-specific advancement rates. Send the organisation periodic equality dashboards that highlight gaps and achievements (e.g., “Promotions for women increased by 18% this quarter”). You may obtain anonymous employee feedback using platforms like Culture Amp and then use that information to create more effective strategies.
Common obstacles to attaining equity
1. Budgetary restrictions
It could be challenging for smaller businesses to fund equality initiatives like bias training, compensation adjustments, and mentorship programs. To address this, work with non-banking financial organisations (NBFCs) that offer low-interest financing for DEI projects. Prioritise cost-effective steps first, such as using free survey tools like Google Forms to collect employee feedback or leveraging LinkedIn Learning’s subsidised courses. Grants from organisations like the Diversity for Social Impact Foundation can also provide critical funding.
2. Opposition to change
Workplace homogeneity frequently gives rise to skepticism regarding equity. Ethnically diverse businesses are more likely to be profitable than non-diverse ones. Use this information to educate stakeholders and fight this. Develop buy-in by implementing equality programs in a single department, measuring the results (such as increased retention or innovation), and using the data. To encourage ownership, including skeptics in equitable task forces.
3. Improper implementation of policies
Poor implementation is one of the most common causes of equity policy failure. For example, managers can circumvent the promotion standards for chosen personnel. Automate compliance by utilising AI solutions such as Workday to identify biased promotion trends or Textio to verify job descriptions for inclusive wording. Establish oversight committees to ensure compliance and train middle managers on how to incorporate fair principles into their daily work, including providing unbiased performance reviews.
4. Disparities by culture and region
It is challenging for multinational firms to adapt their equality initiatives to local norms. In conservative communities where women’s employment rates are low, work with non-governmental organisations like UN Women to provide childcare support or safe transportation.
5. Absence of trustworthy information
Many organisations lack the resources necessary to properly monitor progress toward equity. Conduct anonymous employee surveys to gather baseline data on working conditions. Invest in HR analytics software, like SAP SuccessFactors, to monitor patterns in promotion, pay, and attrition. Collaborate with non-governmental organisations to create regionally appropriate benchmarking tools in order to influence data-driven policies.
Conclusion
Building a truly equitable workplace isn’t a “set it and forget it” task—it’s more like tending a garden. It needs regular care, attention, and the humility to admit when something isn’t working. Begin small, but begin today. This quarter, consider auditing your compensation structure or revising a job description to eliminate discriminatory language. Once you’ve gained traction, move on to more ambitious initiatives, such as flexible scheduling for parents balancing caregiving or mentorship programs for underutilised talent.
Don’t let a lack of finances prevent you from taking action. Get creative and work with NBFCs to fund initiatives or sign up for affordable upskilling courses on platforms like Coursera. You can find funding information listed on their online marketplace. What matters more than the quantity of money you spend is the consistency of your labour.
Furthermore, remember that equity is more than just completing boxes. People are the first priority. Maintaining flexibility, holding CEOs accountable, and placing a high priority on openness will all help your company grow. Regardless of their background, you’re providing every employee with the resources they need to develop, contribute, and feel appreciated. One deliberate action at a time, this is how organisations prosper.
