The workplace is part of an institutional system that must guarantee diversity and equity in access to opportunities; however, the differences between these two terms and their purposes often need to be discovered.
In order to understand correctly how organizations can improve, we must first understand the differences between diversity and equity.
We must clarify that diversity is the difference. In the workplace context, diversity usually refers to the representation of different identities through traits such as race, gender identity, ethnicity, socioeconomic status, and (dis)ability (among many other characteristics).
Whereas equity is not the same as diversity. Although the terms are often used interchangeably, equity puts people on an equal footing by recognizing the barriers other groups have faced.
So we could say that a workplace should be a place where the difference between diversity and equity is recognized, where everyone can enhance their capabilities and not be discriminated against on the basis of ethnicity, gender, disability, religion, sexual orientation or any other reason.
The world of work is changing
A global and cross-industry study conducted this year by PWC: Global Diversity, Equity & Inclusion Survey, found that 75% of organizations consider diversity and equity a priority, and managers have internalized the idea that these qualities are essential. Ultimately, they bring significant benefits to the workplace.
Organizations that invest in incorporating DEI measures in their initiatives often find that decisions are more representative, that employees can evolve and develop their skills further, because their members feel understood, supported and motivated.
The goal is to allow people to be who they are at work without fear of being judged or marginalized.