This year’s International Women’s Day is all about embracing equity, and raising awareness about the difference between embracing equality versus embracing equity.
International Women’s Day have a fantastic blog dedicated to defining each of the above terms (further detail undernoted) but to summarise, it is believed that ‘equal opportunities are no longer enough’. Equality is the goal, and equity is the means to get there. When you are embracing equity, you are essentially ensuring that you are providing resources specific to each individual so that everyone can reach the shared goal of equality. Equity means creating an inclusive world.
In 2019 we celebrated 100 years of the Sex Disqualification (Removal) Act 1919 which historically allowed women to enter the legal profession. However, even 100 years on it is still commonly felt that women are:
- still the primary caregivers; and
- consequently more likely to reduce their working hours (whether wholly or partially) as a result.
If we consider the equality versus equity argument and apply #EmbraceEquity in the workplace, it becomes clear that simply presenting women with the equal opportunities is only the first step in breaking the ‘glass ceiling’. To ensure that your workplace can #EmbraceEquity, you should look to start and open up these conversations to identify what suggestions can be brought to the table to help women feel ultimately supported and celebrated within their working environment.
I have asked the female staff members here at MSHB what measures have been implemented in #EmbraceEquity and the responses included:
- having a supportive female boss;
- flexible working hours to permit childcare arrangements whilst working as their respective roles; and
- enhanced sick pay.
In embracing equity, we hope that this will only benefit workplaces throughout the world! With Justina Miles (the first female deaf performer to perform at the Superbowl this year) and Sara Cox (world's first female professional referee) paving the way in the Rugby world, there is so much progress being made and so many more goals to strive for.
Here at MSHB we are very fortunate to be working in a particularly diverse workplace, where more than half of our workforce, including our Chairwoman, is female.
How are you #EmbracingEquity within your workplace? Are there any steps you can take to be an ally?
Our employment team have a vast experience of assisting employers with queries on their employee matters. If you need some bespoke advice about a specific situation please do not hesitate to get in touch!
Undernote referred to:
Equality versus Equity: What's the difference as we #EmbraceEquity for IWD 2023 and beyond? (internationalwomensday.com)
