Equity and Equality in the Workplace

Hey everyone! I’m K. Edwin Bryant—an author, academic, pastor, and corporate strategist with a deep passion for advocating on behalf of underrepresented communities. My mission is to pry open spaces often dominated by privilege and create real pathways for equality, belonging, and justice—especially for Black, Indigenous, and People of Color.

Today, I want to unpack a question I’m often asked:
“What’s the difference between equity and equality in the workplace?”

It’s a great question—one that goes to the heart of how authentic DEI (Diversity, Equity, and Inclusion) programs can succeed or fail.

Equality vs. Equity: Why the Difference Matters

At first glance, equality and equity sound like they mean the same thing. Both deal with fairness, inclusion, and access. But in reality, they’re very different in how they approach those goals.

Equality means giving everyone the same resources, opportunities, or treatment. The intention is good—treat everyone fairly and no one is left behind. But the problem is, not everyone starts from the same place.

Equity, on the other hand, recognizes that people have different needs and challenges. It’s about giving each person the specific tools, support, and opportunities they need to reach the same outcome. In other words, equity levels the playing field.

Imagine giving a painter and a veterinarian the same tools and expecting both to succeed. It wouldn’t work—because their jobs, skills, and needs are different. The same principle applies in organizations: no two employees are the same, and treating them all identically doesn’t guarantee fairness or success.

When a company embraces equity, it respects each person’s individuality while ensuring that everyone has what they need to thrive. That’s what builds strong, innovative, and inclusive workplaces.

Inclusion: The Missing Piece

Now, let’s take this one step further—because hiring a diverse workforce isn’t enough.

You can have representation without inclusion, and that’s where many organizations fall short. Inclusion is about how people feel within the company:

• Do they feel welcome?

• Do they feel supported?

• Do they feel valued and heard?

A company can have diversity without inclusivity. When employees don’t feel included, their voices go unheard, their talents go underutilized, and their engagement drops.

Building inclusion takes more than a checklist or a one-day workshop. It’s an ongoing process—one that requires commitment, empathy, and a willingness to change old systems and assumptions.

The Hard Work That’s Worth It

Creating a truly equitable and inclusive workplace isn’t easy. It takes time, energy, and accountability. It means recognizing bias where it exists, listening to underrepresented voices, and continuously improving policies and practices.

But the reward is powerful:
A workplace where every person—regardless of race, background, or experience—feels like they belong, can contribute, and can grow.

When equity, equality, and inclusion work together, they build environments that don’t just look diverse—they thrive because of it.

Thanks for reading! If you found this helpful, make sure to subscribe to stay connected as we continue exploring how to build workplaces and communities that value every person for who they are and what they bring.