Equity

Equity is not about sameness; it’s about fairness and designing systems that give everyone what they need to thrive.

1: Equity is more than equality – it’s about accommodating differences

Equity often gets confused with equality, but they are entirely different. Equality means providing the same resources or opportunities to everyone, while equity ensures that unique needs are met so individuals can thrive. This distinction is key because treating everyone the same often ignores the unique challenges faced by marginalized groups. For initiatives promoting fairness, equity must take center stage.

Consider the U.S. education system, where school funding is tied to local property taxes. Wealthier neighborhoods have better-funded schools, while poorer areas struggle. This structure reflects inequity because it reinforces disadvantages instead of addressing them. To truly fix this, systemic redesigns are necessary, prioritizing fairness over uniformity.

Equity emphasizes systemic thinking. Change cannot be achieved by token gestures or filling quotas. Real progress comes from observing the systems and structures that create barriers for people and working to modify them for inclusiveness. Until organizations adopt such redesigns, efforts for fairness remain incomplete.

Examples

• U.S. school funding disparities due to reliance on local taxes
• Workplace diversity efforts that fail without structural adjustments
• Equity programs that tailor policies for differently-abled employees

2: Human-centered design can correct systemic bias

Traditional systems often unwittingly cater to a “default” user, typically a straight, white, able-bodied male in places like the U.S. A human-centered design approach proposes a different way forward – designing for the diverse needs of all individuals. It involves listening to users, collaborating with them in problem-solving, and ensuring outcomes work for a full spectrum of experiences.

The nonprofit Embrace achieved this in India by creating a portable, low-cost incubator for premature babies. Understanding that many Indian mothers delivered at home far from clinics, they worked closely with locals to design a product that didn’t depend on electricity. By addressing real-world needs, they saved countless lives and demonstrated the difference human-centered design can make.

Empathy drives human-centered design. However, true empathy isn’t imagining yourself in someone else’s situation – that often reinforces stereotypes. Instead, it’s about listening, asking questions, and truly understanding the other person’s reality. This simple but impactful shift is vital for designing equitable systems.

Examples

• Embrace’s low-cost incubators for Indian newborns
• Redesigning offices or tools for employees with disabilities
• Inclusive tech products built from user feedback

3: Effective leaders drive equity by owning systemic privilege

Equitable leadership arises from values, humility, and systemic awareness. Leaders must understand that their success often stems from invisible advantages, such as access to quality education or inherited wealth, rather than individual effort alone. Recognizing privilege is an essential step toward creating fairer systems.

Such leaders encourage diversity by welcoming different styles and thinking instead of promoting a rigid “ideal employee” mold. They know organizations thrive when individuals are authentic and play to their strengths. Equitable leadership also involves humility – being open about one’s benefits inspires trust and prompts others to acknowledge systemic issues.

Leaders can’t shy away from having honest conversations about their privilege. When they openly discuss how systemic factors shaped their successes, others feel empowered to address inequities in their own spheres. Courage and transparency in leadership set the tone for broader cultural change within teams and industries.

Examples

• CEOs discussing their privileged pathways in public forums
• Companies embracing flexible work styles for diverse employee needs
• Leaders mentoring underrepresented groups with empathy

4: Equity requires systems where fairness happens effortlessly

Designing systems where equitable outcomes are automatic can eliminate the struggle to achieve fairness. Managers often rely on good intentions or individual decisions, but these are inconsistent and prone to bias. Instead, systems must ensure fairness by default – making equity simple rather than exceptional.

Nudging is an effective tool. For example, publicly displaying people’s pronouns ensures respect for gender identities without awkward conversations. Similarly, automating promotions after set periods of service prevents unconscious bias from limiting someone’s rise in an organization.

Good design is seamless. Equitable systems should work so efficiently that they don’t draw attention to themselves. By prioritizing simplicity and automation, managers create spaces where equity is woven into the organizational fabric without constant active effort.

Examples

• Displaying pronouns on video conferencing platforms
• Scheduled automatic promotions to reduce bias
• Reminder signs ensuring accessibility for hearing-impaired colleagues

5: Communication shapes behaviors and encourages equity

How leaders communicate directly impacts organizational culture. Behavioral change communication (BCC) is a structured way to encourage new habits, such as adopting equity practices. It starts with understanding psychological barriers that prevent change and framing messages in ways that overcome them.

Consider climate action – framing it as a collective problem affecting everyone, rather than a distant issue, builds urgency. By applying a similar principle in corporate equity, leaders can illustrate how inclusive policies positively impact every employee, not just marginalized groups.

Ultimately, leaders must be clear when asking for behavioral changes. When paired with examples of how these changes improve workplaces – such as reduced tension, better collaboration, or stronger innovation – people are inspired to participate willingly.

Examples

• Campaigns emphasizing collective benefits of equitable workplaces
• Asking employees to participate in inclusive practices like carpooling
• Reframing diversity initiatives as a shared organizational goal

6: Marketing must reflect positive, inclusive values

Even companies without large media presences send messages through their advertising or social accounts. These messages influence not only external audiences but also employees and stakeholders. Using the REACH model ensures that such communication reflects inclusivity and avoids amplifying negative stereotypes.

Representation is key. Including diverse ethnicities, genders, and abilities in media goes a long way. Just as crucial, marketers should recognize their limitations. Without the right experience or perspective on an issue, it’s better to involve people who can offer authenticity and depth.

Beyond representation, accessibility ensures media reaches everyone, including those with disabilities. For instance, adding descriptive image tags helps visually impaired users engage with content, making equity a reality in media as well.

Examples

• Requiring alt text for all images on a company website
• Featuring inclusive voices in advertisements and campaigns
• Avoiding tokenism by fairly compensating all contributors

7: Systems, not individuals, cause inequity

Blaming individuals for biases oversimplifies the problem. Inequities come from systems designed without diverse perspectives in mind. Changing outcomes requires redesigning these structures rather than imposing temporary fixes on individuals.

For example, the U.S. school funding method based on local property taxes perpetuates advantage for wealthy neighborhoods. Addressing this inequity requires nationalized funding approaches that equitably distribute resources.

Organizations can do the same by identifying systemic barriers – from inaccessible workspaces to biased hiring practices – and replacing them with inclusive systems that provide fair opportunities to everyone.

Examples

• Nationalized school funding models in other countries
• Elimination of biased interview questions in hiring processes
• Creating universally accessible office setups

8: Reducing active decision-making minimizes bias

Bias creeps into decisions when systems rely on human judgment. Automating processes helps make equitable outcomes standard rather than subjective. This ensures fairness without needing individuals to consciously enforce it every time.

Take automated promotion systems – they prevent managers from favoring certain employees. Similarly, removing names from resumes during hiring can focus attention on qualifications rather than identity markers that trigger biases.

Automated, equity-focused changes remove friction. When designed thoughtfully, they simplify the process for everyone involved and make fair results common.

Examples

• Resume screening software that anonymizes candidate details
• Pre-scheduled eligibility for salary raises
• Creating standardized fairness guidelines for decision-making

9: Empathy is best achieved by listening, not imagining

Real empathy isn’t imagining yourself in someone else’s shoes; it’s letting them tell you what their shoes feel like. Trying to predict others’ experiences often reinforces stereotypes. Listening directly to people’s stories offers understanding without bias or assumptions.

Human-centered design champions this approach. By involving users and communities in every design stage, it ensures solutions meet real, lived needs. Listening amplifies marginalized voices and helps create meaningful changes.

Examples

• User interviews during product development
• Holding employee focus groups to craft better workplace policies
• Engaging community town halls for local initiatives

Takeaways

1. Push for systemic change. Advocate for redesigning structures that promote sustained equitable outcomes, not just surface-level fixes.
2. Practice active listening. Engage directly with underrepresented groups to understand their needs without relying on assumptions.
3. Automate fairness. Introduce systems that simplify equity through unbiased automation, reducing the reliance on individual decisions.