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The Equity Continuum in Organisations
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To understand at what stage of diversity transformation your organisation finds itself, the Equity Continuum, developed by Trevor Wilson in his book ‘Diversity at Work’, is a helpful tool. The tool is also helpful to assist organisations to grow towards and beyond an integrated diversity management system.
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LEVEL 1 |
LEVEL 2 |
LEVEL 3 |
LEVEL 4 |
LEVEL 5 |
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Compliance |
Moving beyond compliance |
The Business Case |
Integrated Diversity |
Global Employer of Choice |
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Reactive approach. Avoid negative consequences of non-compliance. External pressures to implement. |
Beyond representation. Do the ‘right thing’ for disadvantaged groups. Enhance public image. Isolated diversity initiatives on high visibility programmes or actions. Appointment of minorities/woman to high visibility positions. No integration into aspects of HR management and organisational culture. |
Recognition that managing diversity can yield positive business benefits. Moving in a direction to attract and retain the best diversified workforce. Identify barriers to diversity and develop HR strategies that encourage and support a diverse workforce. Benchmark and adopt best practices. |
Internalised diversity as an integral part of the organisation’s culture – diversity is a value. No longer debate the value of diversity. Diversity is embedded in the culture, its programmes and products. Continually breaking down barriers. Experiencing the financial and non-financial benefits of diversity. Viewed as an employer of choice. |
Foster diversity beyond the organisation’s own boundaries, to community, national and global imperative. Anticipate and eliminate emerging barriers. Experience financial and non-financial benefits. Recognise the needs of diverse stakeholders and expert affiliates to embrace diversity and merit principles. Committed to long-term, far-reaching impact on their organisation and the global community. |
Click here to view a video on equity and equality by Trevor Wilson...