Equal Opportunity Isn’t Enough—Women Want Equity

International Women’s Day: A Different Conversation

Every year, International Women’s Day sparks discussions about equality. Companies showcase female leaders, share inspiring stories, and celebrate progress. And yes, strides have been made—women have more opportunities, leadership roles, and visibility than ever before.

But here’s the harder question: If women have equal opportunities, why do so many still feel they’re not taken seriously?

Because equality isn’t the same as equity and that distinction matters.

The Illusion of Equal Opportunity

At first glance, the playing field looks level. Women can apply for the same jobs as men, climb the corporate ladder, lead, negotiate, and “lean in.”

But beneath the surface, the experience isn’t the same. Here’s why:

• A woman in STEM may have the same qualifications as her male counterpart but feels the need to wear trousers to her interview to be taken seriously.
• A female executive in a meeting has equal airtime but still gets interrupted more than her male colleagues.
• A woman in leadership has equal authority but faces backlash for being “too aggressive” while a man is praised for being “assertive.”
• A senior woman in the workplace has equal responsibilities but also manages the ‘office chores’—remembering birthdays, planning events, taking notes, and handling emotional labour.

On paper, the opportunities exist. But in reality, women still have to work harder to be heard, seen, and respected.

What Women Want: Equity, Not Just Equality

Equality assumes that giving everyone the same tools, resources, and opportunities is enough. Equity acknowledges that different groups face different barriers—and works to remove them.

What does equity look like in the workplace?

✅ Changing the leadership lens – Confidence in men is seen as a strength; it must be the same for women. No more double standards.

✅ Valuing all work fairly – The invisible labour women do (office admin, emotional support, mentoring) must be recognised, not just expected.

✅ Rethinking ‘professionalism’ – If a suit makes a man look like a leader, a dress  must do the same for a woman. Authority isn’t in the outfit—it’s in the expertise.

✅ Calling out bias – Whether it’s who gets assigned extra tasks or who gets heard the most in meetings, change starts by acknowledging the gaps.

From Equality to Equity: A New Approach to EVP & Hiring

A strong EVP isn’t just about salary and perks; it defines what a company stands for, how it treats employees, and the workplace culture it fosters.

How can businesses move from passive equality to active equity?

1. Rethink What ‘Leadership Presence’ Looks Like

• If a man in a suit looks like a leader, a woman in a dress should, too.
• Hiring managers must be trained to recognise unconscious biases do they expect female candidates to “prove themselves” more than men?
• Challenge outdated norms: Does leadership unconsciously reward employees who “blend in” over those with diverse styles?

✅ Talent Impact: Companies that redefine leadership attract a wider range of skilled professionals who may have previously felt excluded.

2. Redesign Workplace Roles & Responsibilities

Women often get assigned invisible, unpaid work—note-taking, mentoring, organising.

Make these responsibilities rotational and recognised. Avoid defaulting to women handling admin tasks or emotional labour.

✅ Talent Impact: Recognising all contributions fosters an environment where top talent (regardless of gender) wants to stay and grow.

3. Create a Culture Where Women Don’t Have to ‘Fit In’ to Get Ahead

• If a female engineer feels she must wear trousers to be taken seriously, what does that say about workplace culture?
• If women are still advised to “be more confident” while men are assumed competent, what does that say about leadership expectations?
• Equity means fixing workplace culture, not asking women to adjust their behaviour.

✅ Talent Impact: Companies that build an inclusive leadership culture attract and retain high-performing professionals who value authenticity.

4. Measure & Reward Equity in Hiring & Promotion

• Review promotion data – Are women progressing at the same rate as men, or stalling at mid-level positions?
• Analyse salary parity – Not just equal pay, but whether women are negotiating at the same rates as men (and if not, why).
• Create mentorship programmes – Actively support women into leadership without forcing them to adopt traditional male leadership styles.

✅ Talent Impact: A company that measures, tracks, and acts on equity gaps signals to candidates that it’s serious about creating a fair workplace.

Making Equity a Talent Magnet, Not Just a Buzzword

At JobFitts Consultants, we believe in building workplaces where equity isn’t just a policy—it’s a practice. The best companies don’t just talk about diversity—they integrate it into their EVP, hiring, and culture. When businesses build equity into their culture, they don’t just attract talent. They keep it.