REMEMBER the difference between Equality and Equity? In June 2022 I highlighted those three words: Diversity, Equity and Inclusion. Basically, equal opportunities just aren’t enough, and they can even exclude opportunities for some.
Equality means that everyone, every group, is provided the same resources or opportunities. It doesn’t focus on the outcomes. Those who had more to begin with are given more, so they can go further.
Equity recognises the fact that each person is living with, and in, different circumstances. It focuses on the opportunity to achieve an equal outcome, by recognising some people, or groups of people, may need more resources to have the same opportunities.
Equity is the key to unlocking innovation, driving social and economic change, and positioning us all for an ever-changing future. As we move to a post-pandemic new normal we continue to experience unprecedented challenges. This means we need to look to new, and innovative, solutions.
EQUITY IN MARITIME
Creating equity requires a conscious effort. It means going beyond just giving equal opportunity to seek out ways to provide focused opportunities that recognise the challenges to achieving equity in the maritime industry. It is, in essence, building a diversity supply chain – implementing practices that put into practice diversity, equity and inclusion principles, which then leads to more support for DEI. From hiring practices to ensuring pay equity, here are some ideas on how to make it work in our industry.
Position descriptions: Review the wording in the position description critically. Is there gender coding? Not just gender references, but words or phrases. Gender-neutral language is a given – moving from any he/his to they/their, or reference to the position. Remove jargon – this doesn’t just support DEI, it makes it more inclusive, it helps others to understand the role better. Focus on what the job does, not what experience and certificates the incumbent has. There are many ways into a role and, sometimes, the ability to learn a role is the critical point.
Recruiting practices: Did you know some orchestras audition performers in a blind process? The musician plays for the panel behind a screen so they are judged purely on their performance. How can we adopt inclusive recruiting practices? Blind resumés, where the personal information is blacked out before review; the use of application and interview scoring tables (rubrics); and, of course, having attractive and effective diversity policies.
Onboarding practices: start out as you mean to continue by providing not only the same information to all employees, but also supporting them where they are. Consider what is actually being presented in onboarding – in the first day, the first week, the first month. Consider early and late stage onboarding processes, and follow up.
Mentoring (and coaching): mentoring and coaching (and knowing the difference) can go a long way to embracing equity. While we can all point to informal mentors, sometimes – especially for diversity groups – getting to the point of asking for help in a new role can be a bridge too far. Supporting employees within a mentoring program provides benefits not only for the mentee, but also for the mentor. Don’t wait for mentoring to happen, set up a program to support the new recruits, but those who are in the industry and may be silently struggling. Coaching is also critical, but that is more focused on the specifics of how to do a task in the here and now.
IMAGINE A WORLD
Equity improves all aspects of our work, and life, experience. A diverse workforce, with true equity, results in innovative approaches from employees who are happy and productive.
What kind of world do you want to live in, do you want your children to live in? Can you imagine a world where everyone has the chance to achieve the same outcome, are given the opportunities to be the very best they can be? A world that is free of bias, conscious and unconscious. A world that truly embraces differences, recognises the value of diversity.
Together, we can make this a reality. Not only on International Woman’s Day, but every day we can all #embraceequity!
This article appeared in the March 2023 edition of DCN Magazine
