Meili W.

Imagine excelling in one of the most competitive fields, only to find out that your accomplishments have been deliberately diminished. This is what happened in Japan, where medical schools were found to have been intentionally lowering female applicants‘ entrance exam scores while boosting those of male candidates. The reason? There were too many women becoming doctors. The shocking revelation raised the question: why was female success seen as a threat that needed to be suppressed?

This scandal exposes a deep societal resistance to equity and reflects how systems often strive to maintain the status quo when marginalized groups begin to succeed. Women in Japan, who had worked just as hard as their male counterparts, found themselves intentionally held back, not because they lacked merit, but because of a societal fear of imbalance. But here’s the truth: equity is about creating balance.

Equity or Equality: Understanding the Difference

At first glance, the terms equity and equality may seem interchangeable. However, they represent fundamentally different approaches to fairness. Equality means giving everyone the same resources and opportunities, assuming that this will create equal outcomes. It sounds fair in theory, but it fails to acknowledge the varied starting points that different groups face. Not everyone begins with the same access to resources, support, or opportunities.

Equity, on the other hand, recognizes that people start from different places, with different needs and challenges. To ensure everyone reaches their full potential, equity provides additional support to those who need it most. It levels the playing field, acknowledging systemic disadvantages that have long held people back.

A Personal Reflection: Breaking the Cycle of Inequity

I grew up in a neighborhood where schools consistently ranked among the lowest in the state. Crime was rampant, and our community bore the scars of decades of underinvestment. My high school, already struggling, was slowly dismantled—programs like sports were cut, and one by one, teachers and students left. Eventually, I did too, transferring to a school in a much wealthier area.

For the first time, I saw what equitable resources could offer—a well-funded school with thriving extracurriculars, new textbooks, and an environment where success seemed almost expected. But I couldn’t shake the feeling of being an outsider. The opportunities that came so easily to the students there had been worlds away in my old neighborhood. It wasn’t just a different school—it was a different world.

The irony was hard to ignore: while my old high school needed more, it received less—less funding, fewer opportunities—because of the neighborhood it was in. It felt like a cycle that was impossible to break. The same factors that had set us behind kept us there, as though the community’s struggles somehow justified starving it of the resources we desperately needed.

That experience made one thing clear to me: it’s not enough to offer equal resources when some communities are starting from so far behind. My old high school didn’t need the same programs as those in affluent areas—it needed more. It needed investment in education, safety, and opportunity. Equity isn’t about giving everyone the same—it’s about ensuring those who’ve been historically left behind get the additional support they need to thrive.

The Case for Equity: A Broader Perspective

What I experienced isn’t unique. The concept of providing more support to communities that have been historically under-resourced is the essence of equity. Take the example of the Harlem Children’s Zone (HCZ), a remarkable initiative in New York designed to support children in one of the city’s most underserved areas. Rather than simply offering the same resources as more affluent neighborhoods, HCZ takes a holistic approach—addressing not just education but also healthcare, nutrition, and family support. The results speak for themselves: higher graduation rates, better college attendance, and improved overall outcomes.

Programs like HCZ demonstrate how equitable support can transform communities and break cycles of poverty. These children didn’t need equal resources—they needed more to catch up and surpass the barriers placed before them. By addressing systemic inequalities at multiple levels, HCZ gave them the tools to succeed.

Equity means addressing the root of the problem. It’s about acknowledging the different starting points that people come from and ensuring that no one is left behind simply because they started at a disadvantage.

Do Women Want Equality or Equity?

Just as children in under-resourced communities need more than equal treatment, women—especially in male-dominated fields—face barriers that can’t be solved by equality alone. While equality might suggest giving women the same opportunities as men, equity takes into account the specific obstacles women face, such as caregiving responsibilities, gender bias, and limited access to leadership roles.

Equity in the workplace means creating conditions that allow women to thrive. This might include offering flexible working hours, providing maternity leave, or ensuring that women are represented in leadership roles. Equality might give women the same job opportunities as men, but without equitable conditions, they may still struggle to succeed.

A well-known example of equity in action is the introduction of parental leave policies, which recognize the distinct challenges that working mothers face. These policies don’t just provide the same benefits for everyone; they are designed to address specific gender disparities, giving women the time and support they need to balance work and family life.

But what do women really want? They want both equality and equity. They want the opportunity to succeed without being penalized for their gender. But they also need the systemic changes that equity can provide—changes that recognize and address the specific barriers women face in the workplace.

As bell hooks wrote in Feminist Theory: From Margin to Center, addressing systems of oppression requires acknowledging the specific barriers faced by different groups (hooks, 1984). It’s not about applying a one-size-fits-all solution, but about dismantling the structures that keep women, and other marginalized groups, from succeeding.

Unlocking Transformative Leadership Through Equity

What does this mean for leadership? Whether in business, education, or government, leaders must understand when to apply equality and when to prioritize equity. These two concepts are not interchangeable, and knowing when to use each makes the difference between creating superficial change and driving meaningful progress.

When to Apply Equality

Equality is best used when everyone’s needs are the same, and when equal resources will yield equal results. For instance, if a team of employees is given access to the same technology or tools, those who already have the skills to use them can innovate and succeed equally.

When Equity is Essential

Equity, on the other hand, is essential when people face different barriers. In leadership, this requires a more nuanced approach. Consider individuals from different backgrounds who have faced systemic inequalities. They may need additional support, mentorship, or training to catch up to their peers who have had greater opportunities from the start.

The power of equity-driven leadership lies in recognizing that success isn’t about giving everyone the same tools, but about ensuring that those who have been historically disadvantaged receive the support they need to thrive. This is the core of transformative leadership—the kind that not only inspires but creates real change by levelling the playing field for everyone involved.

Take the corporate world, for instance. Companies that embrace equity-driven leadership are more likely to foster diverse teams, which research has shown to be more innovative and productive. A McKinsey report noted that companies with higher gender diversity on executive teams were 25% more likely to have above-average profitability compared to those with less diversity (McKinsey Global Institute, 2016). Equity, therefore, isn’t just a moral obligation—it’s also smart business.

The Roadblocks to Equity: Resistance and Misunderstanding

Despite the clear benefits, equity often meets resistance. Some argue that focusing on equity gives certain groups an unfair advantage, but this perspective misses the point. Equity isn’t about giving people unearned opportunities; it’s about correcting imbalances that have existed for generations. When those who have been left behind are finally given the tools they need to succeed, everyone benefits.

The fear that equity somehow disadvantages others is unfounded. In fact, equitable practices have the power to elevate entire organizations, as they bring more voices to the table, increase creativity, and foster environments where diverse perspectives thrive. This is where transformative leadership comes into play, with leaders recognizing that supporting underrepresented groups does not mean taking opportunities away from others but enriching the system for everyone involved.

Action Steps: Implementing Equity in Leadership

If we are to unlock the true potential of our organizations and communities, we must integrate equity into our leadership strategies. Here are a few steps to get started:

1. Recognize Different Starting Points: Leaders must assess the unique challenges that individuals face within their teams. For example, women in male-dominated fields may struggle with bias and limited access to mentorship. Address these disparities by offering tailored resources, such as leadership programs or sponsorships for women and minority groups.
2. Commit to Inclusive Practices: Equity isn’t a one-time fix. It requires ongoing commitment. Companies and leaders must continuously evaluate their policies and practices to ensure they are fostering an environment where everyone can succeed. This may involve conducting equity audits, assessing salary structures, or creating spaces for open dialogue about the barriers different groups face.
3. Share Power and Opportunity: Equity is about distributing power fairly. Leaders must be willing to share opportunities for advancement with those who have been historically excluded. This means not just hiring for diversity but actively mentoring, sponsoring, and promoting individuals from underrepresented backgrounds to positions of influence.
4. Focus on Long-Term Impact: Equity-driven leadership looks beyond short-term goals and seeks long-term, systemic change. This is particularly important when addressing issues like gender and racial inequity. Leaders must be committed to creating lasting solutions, such as institutional reforms that support diverse hiring, promotion, and retention practices.

Conclusion: Equity or Equality? The Path Forward

In the end, the question isn’t whether we need equity or equality—we need both. But it is equity that will help us bridge the gaps created by systemic inequality. As the scandal in Japan showed, equality alone is not enough to overcome deep-seated biases and barriers. Equity ensures that those who have been marginalized are given the additional support they need to achieve their potential.

Leaders who embrace equity as a core principle aren’t just setting their organizations up for success—they’re setting the stage for a future where everyone has the chance to thrive. Whether in business, education, or government, transformative leadership through equity creates more inclusive, innovative, and successful communities.

The road to lasting success isn’t paved by treating everyone the same. It’s about recognizing the differences in where we start and making sure no one is left behind.