Part 2: Equity

Equity…

As a mother of four beautiful children, I am now painfully aware of the importance regarding equity. Previously, my focus was treating each child equally to ensure fairness. After a while, I realized that treating each child equally and providing them all with equal resources was not enough. How could that be? How is it that my children STILL needed more and some did not need as many?

I then realized, “AHHH! So perhaps they are unique and each child needs something different”! “Looks like I have to be more intentional”, I thought. Learning who each child is and what they need is honestly a little more intense. Yet, it was necessary to help them fulfill their needs and be their fullest and best selves. Sometimes this meant that some of my children needed more resources and other did not. But I have become keenly aware of when to provide more and when it is not necessary.

For diverse employees to thrive, the organization must implement a strategy and possess beliefs that every employee has the right to the same resources and business opportunities (Daniel & Naseeb, 2020; Gibbons, 2015). That means that no matter the level and/or status, all employees have access to promotions, professional development, and additional resources that are available. 

Moreover, for organizations to be successful, equity should work in tandem with other factors such as diversity and inclusion.

What does this mean for Performance Improvement Practitioners? Having a lens of equity is crucial (Daniel & Naseeb, 2020). Best practices for Instructional Designers and Facilitators:

  • Research your audience to ensure that the content your present considers all participants.
  • Consider multiple learning options like: scenarios, hand-on demonstrations, access to additional resources.
  • Consider accessibility for participants such as close-caption (for e-learning) and ASL representation in the class.

This list is not exhaustive and I do realize I focused only on two roles; however, the best practices are applicable to many Performance Improvement Practitioners.

 My question(s) to you is, how are you showing up in your role? What does equity mean to you?

 

References

Daniel, Steel & Naseeb Bolduc (2020). A Closer Look at the Business Case for Diversity: The Tangled Web of Equity and Epistemic Benefits. Philosophy of the Social Sciences, vol. 50, 5: pp. 418-443. DOI: 10.1177/0048393120911130

Gibbons, Youlanda M. (2015). Diversity in Corporations: Making it Work: An Overview. Business Expert Press

 

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