You may have noticed that some D&I teams have turned into DEIB teams, adding Equity and Belonging to Diversity and Inclusion. They are BRILLIANT additions but many businesses are still more focused on the D and the I, with the E and B not fully understood and embedded across the wider business. Let’s take a look at what they both mean.
Equity and Equality are often used interchangeably, but they mean different things.
Equity takes these differences into account and tries to distribute resources and opportunities in a way that is fair for everyone, not just equal. Equity is more focused on justice, while equality is about uniformity.
Often associated with fair compensation, equity encompasses much more. It’s not just about equal pay; it’s about ensuring equitable access to opportunities, support, and fair treatment across the board.
To achieve true equity, think of it as cultivating a thriving ecosystem:
Equity of Representation: Ensures diverse voices are seen and heard at all levels of the organisation, including Senior Leadership.
Equity of Opportunity: Guarantees fair access to career growth and development, regardless of background.
Equity of Well-Being: Provides all employees with the resources they need to maintain physical, mental, and emotional health that are easily accessible for people with disabilities, carer responsibilities, part-timers and remote workers.
Equity of Compensation: Ensures fair and equal pay for all employees, correcting pay gaps due to bias or discrimination. People may apply for a role having been chronically underpaid in previous roles, it’s your responsibility to not inherit someone else’s gender and diverse pay gap and take advantage of lowered expectations.
Belonging and inclusion are closely related, but they’re not the same thing. Inclusion is about participation, belonging is about feeling valued.
Belonging as Feeling Safe and Accepted: Belonging is when you feel safe to be yourself, without worrying about being left out or judged. It’s knowing that your differences are appreciated and that you won’t be treated unfairly.
Belonging as More Than Just Being Included: While diversity is about having different people in the room and inclusion is making sure they’re involved, belonging goes deeper. It’s about making sure everyone feels like they truly fit in and are part of the team, not just tolerated or invited.
Belonging as Real Connection and Respect: It’s about creating a space where people respect each other and feel connected, no matter their background. It’s feeling like you’re part of the group and not being seen as “different” in a negative way.
Belonging as a Leader’s Responsibility: Leaders play a big role in creating belonging. It’s their job to make sure everyone feels valued, heard, and treated fairly, and that the team fosters a sense of togetherness.
Belonging as Feeling Aligned with Purpose: Belonging also means feeling like you’re in the right place, where you believe in the values and goals of the team or company, and you feel good about contributing to something meaningful.
As DEIB expert Brian K Reaves puts it, “Belonging is the ultimate measure.” It’s not merely about creating spaces where people can participate; it’s about ensuring that everyone feels genuinely included and valued. While inclusion gives you a seat at the table, belonging makes that seat feel like it was made just for you.
Learn from real life at ATC2024 when Tania Dowling and Mat Lewis share their experience at RMIT, and how RMIT’s commitment to inclusion and diversity, they’re not only creating best practice recruitment processes, they’re also attracting top talent in places others aren’t looking. Tania and Mat will share how it started, lessons learnt and where the program is heading next. Get your ATC2024 tickets and join us on 14 & 15 October!
