Why the ‘E’ in DEI Gets Overlooked—and Why That’s Dangerous

"Diversity brings people to the table, and inclusion ensures everyone has a seat, but equity asks the harder question: Does everyone have the same tools to succeed? Why do we keep skipping this critical step?"

In recent years, diversity, equity, and inclusion (DEI) have emerged as fundamental components of organizational strategies, educational programs, and societal advancement. Although these three concepts are frequently treated as synonymous, they embody unique and interrelated objectives.

Diversity guarantees representation, while inclusion cultivates a sense of belonging. Conversely, equity serves as the essential basis for fairness—it acknowledges that individuals do not commence from identical circumstances and offers the resources necessary to equalize opportunities.

Notwithstanding its significance, equity frequently remains the overlooked "E" in DEI. Celebrating diversity, with its apparent indicators of advancement, and inclusion, emphasizing the creation of hospitable environments, is straightforward.

However, equity necessitates a deeper inquiry, compelling us to pose challenging questions regarding privilege, systemic obstacles, and the disproportionate allocation of resources. It compels organizations and individuals to acknowledge truths that are frequently disregarded in favor of more palatable narratives.

Why Is Equity Always the Afterthought in DEI Strategies? 

1. Equality Vs Equity

One of the biggest reasons why equity gets sidelined is a fundamental misunderstanding of what it entails. Many organizations conflate equity with equality, assuming that giving everyone the same resources or opportunities is enough. However, equity goes beyond equality—it recognizes that different individuals face different barriers and requires intentional, often systemic, adjustments to address those disparities. 

For instance: 

• Equality: The recruiting manager notices a significant decline in the recruitment and retention of Muslim employees over the past year. She deploys a blind resume screening technique that conceals each candidate's name, educational institution, and gender to mitigate this issue. 

• Equity: The recruiting manager acknowledges the existence of organization-wide obstacles hindering the efficacy of Muslim employees. She consults with her supervisor and colleagues to gather data on the challenges faced by minority personnel. She also promotes the implementation of diverse hiring efforts or programs and the monitoring of hiring and retention demographics. 

2. Quantifying Diversity and Inclusion Is Easier 

Diversity and inclusion yield observable, quantifiable results. Organizations may refer to demographic data or emphasize employee engagement surveys to demonstrate advancement. Equity, however, is a multifaceted and systemic issue. It encompasses aspects that are more challenging to quantify, like wage disparities, access to leadership roles, and allocation of resources.

The absence of fast, concrete measurements renders equity less attractive for firms pursuing rapid successes or public acknowledgment. This lack of measurability, combined with the created discomfort, often leads organizations to prioritize more straightforward DEI efforts. These deeper issues demand long-term commitment and a willingness to confront uncomfortable truths, making equity initiatives harder to implement and sustain. 

3. Resistance to Change 

Addressing issues like pay gaps, promotions, and resource allocation means challenging long-standing power structures and questioning policies that may benefit those already in positions of privilege. Equity forces organizations to reckon with privilege and power dynamics, compelling leaders to ask hard questions: Who has access to opportunities? Who is being left behind? And what needs to change to ensure fairness for everyone? 

This resistance manifests in various ways, from superficial commitments to equity that lack real action, to outright pushback against policies perceived as too radical or disruptive. The discomfort equity creates is precisely why it is so critical—and so often ignored. 

4. Tokenism in DEI Efforts 

Although commitments to DEI may seem like a step in the right direction, numerous companies often succumb to tokenism—engaging in shallow efforts to include underrepresented groups without true inclusion. Eliminating the equity component exacerbates this problem, resulting in practices that fail to tackle systemic barriers.

For instance, tokenism of equity occurs when an organization designates a sole woman or minority individual to a leadership role as a symbolic act to demonstrate diversity. However, if the organization does not grant this individual the authority to influence decision-making processes, the gesture remains superficial. This behavior diminishes the individual's potential and results in adverse consequences, like feelings of isolation, excessive pressure to represent their group, and diminished trust in the organization's commitment to authentic equity.

5. Resource-Heavy Commitment 

Achieving equity requires ongoing resources, including time, money, and dedicated effort. Organizations must invest in data collection, policy reform, and accountability frameworks to identify and address inequities effectively. However, this level of commitment can feel daunting, especially for companies accustomed to quick fixes and visible outcomes. Equity demands a long-term, systemic approach that prioritizes fairness over expediency. 

Conclusion 

Equity is not a privilege—it’s the foundation for progress. Yet, it remains the "quiet sibling" in the DEI trifecta, often relegated to afterthought status. While diversity gives us the "who" and inclusion offers the "how," equity asks the uncomfortable "why." Why do certain groups face barriers others don't? Why do we avoid the challenging truths equity demands us to confront?

The answer lies in our collective aversion to change. Equity disrupts the status quo, asking organizations to put substance over optics and fairness over quick wins. But true transformation requires more than just surface-level gestures or token appointments; it demands courage, time, and resources.

Organizations like Posterity Foundation are leading the way by integrating equity as the cornerstone of their DEI strategies. The foundation offers extensive equity training programs that cover essential subjects, including unconscious bias, inclusive leadership, and equitable resource distribution. These programs equip companies with the expertise and competencies required to cultivate just environments. Additionally, Posterity Foundation launches public awareness campaigns to inform the wider community about the significance of fairness, emphasizing success narratives and exemplary practices. By raising awareness and providing specialized training, the Posterity Foundation ensures that fairness becomes a fundamental goal achievable in businesses and society as a whole.

Ignoring equity is like building a bridge that spans only halfway across a river. It may look impressive, but it fails in its purpose. To truly succeed, we must integrate equity as the guiding principle in every DEI strategy, not just as an aspirational footnote. Only then can we build workplaces—and societies—where everyone has the tools they need to thrive. Equity isn’t the finish line; it’s the ground we must first level to ensure everyone can even begin the race.