Invite-Only Evening with Microsoft's Women Tech Leaders
Microsoft has partnered with PowerToFly to present an exclusive, invite-only event for women in tech. The evening will feature discussions with several of Microsoft's women tech and tech-sales leaders. There will also be time to network with Microsoft executives and top women in your field.
The event will take place on May 2nd from 5:30pm to 7:30pm at the Courtyard Restaurant at 21 George Street, Byward Market, Ottawa. Ask to be directed to the McArthur Room and Bar area.
About our Events: All RSVP'd attendees are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require accommodation to fully participate in this event, please email email@example.com, and we will contact you to discuss your specific needs.
Unfortunately, PowerToFly and the company it is holding an event on behalf of cannot admit outside recruiters to that particular event. Please email firstname.lastname@example.org if you have any questions about this policy.
The difference between equity vs. equality is a key concept in DEIB efforts. We tend to use these terms interchangeably in everyday speech, and it’s true that they are close synonyms, both essentially referring to fairness. But the difference between equity vs. equality is, in reality, a fundamental one. It’s a distinction that underpins all social justice work, including our efforts towards building more inclusive workplaces and my own work as a Global DEIB Strategist & Trainer.
Equity is part of a larger process to create a more fair and just society. Today, I’ll define both equity and equality, describe how they intersect and where they differ, and share some real-world examples. I hope to clearly explain how the equity vs. equality DEIB concept can be applied in the workplace as a better business practice.
Equity vs. equality definitions
So, what is equity vs. equality? Let’s start by defining some important terms. I find that it can be helpful to define opposite terms as well, beginning with inequality.
Inequality of outcomes — where people don’t possess the same material wealth or living conditions, like income or education level, as others due to their socioeconomic status, race or ethnicity, religion, gender, or another identity.
Inequality of opportunities — in which people’s access to employment, health, education, wealth, and safety are restricted by conditions beyond their control.
In the United States, many forms of inequality, like income inequality, are steadily increasing. Between 1980 and 2016, U.S. income inequality increased by about 20%, according to Pew Research Center. Pew found that the number of American adults living in middle-income households dropped from 61% in 1971 to 51% in 2019, while the number of upper-income and lower-income households grew.
Similarly, for the past 30 years in Europe, markers of inequality have been increasing. Since 1993, 19 countries in the E.U. have seen declines in educational equality, 16 have seen declines in health equality, and 18 have seen a significant decline in socioeconomic equality. Meanwhile, across Latin America and the Caribbean, economic elites have blocked fiscal reforms that would upend long-standing inequality and create better social protections, according to a 2021 report from the United Nations. And in India, the share of wealth possessed by the bottom 50% of earners has been cut in half since 1961, while the wealth of the top 1% has grown 180%.
Inequality is a global, worsening problem, with marginalized groups absorbing the worst of its impacts across the world.
What does equality mean?
Equality occurs when each individual or group is given the same resources and opportunities.
The problem with equality
The problem with equality is that it can only exist when there are no disadvantageous conditions beyond a person’s control influencing the way they get to utilize resources and opportunities. And the playing field is not level.
The work of equality is to call out exclusions that have existed for historically marginalized people and communities. People who support policies of equality may say they also support “color-blind” policies — that is, treating people as equally as possible regardless of race or ethnicity.
What’s wrong with that? These policies tend to support those who already have power and opportunity in society. Recruitment research, for example, shows us that people tend to recruit their own likeness. Whether subconsciously or not, White cisgender people hire White cisgender people. The same goes for university admissions and other merit-based applications, limiting the way these “equal opportunities” exist in practice.
Picture a White cisgender male CEO. He is ultimately in charge of how his company recruits, hires, promotes, and retains workers. His policies reward behaviors he deems valuable. He values leadership, being outspoken, making unilateral decisions, risk-taking, and professionalism (considered code for White favoritism). All these values are behaviors he has been rewarded for in his lifetime as a White cisgender male in society.
Those from marginalized communities are punished for these behaviors. I’ve seen men praised for taking charge while women are admonished for “being aggressive.” There are also cultural reasons for people of color and/or people from more collectivist cultures not to demonstrate some of these behaviors — meaning, the same people always move up in the company (and in society). Basically, organizations stay White. It's a vicious cycle. In this way, an emphasis on equity vs. equality can be more productive.
What does equity mean?
Equity occurs when each person is allocated resources and opportunities based on their circumstances to reach an equal outcome.
Equity acknowledges disparity
While disparities have long existed, acknowledgement of different lived experiences is still weak. A 2019 study on race by Pew Research Center, for instance, found that 84% of Black people in the U.S. feel racial discrimination is a major obstacle for Black people while only 35% of White people think so. Similarly, in the U.K, Black people are twice as likely as White people to say there is discrimination in British policing and media. Let’s face it: Despite evidence, some people refuse to believe that disparities exist.
With equity, we try to understand the real disparities that a person or group might experience. Then, we attempt to tailor resources for them, creating a variety of paths to equal outcomes that recognize these disparities and what different groups’ real, lived needs are.
This is not as intuitive as the one-size-fits-all equality policies mentioned above, and sometimes people resist the idea of equity. Affirmative action, or race-conscious admission policy in U.S. universities, was one such example of an equity-based policy that fell under constant scrutiny and was ultimately gutted by the Supreme Court in June 2023. In California, where affirmative action was already banned as of 1996, we’ve seen socioeconomic inequalities become exacerbated without these policies.
Equity vs. equality images
An equity vs. equality image I love is the following graphic from the Robert Wood Johnson Foundation. It neatly illustrates one key takeaway: Equity allocates resources in a way that specifically addresses individuals’ needs and circumstances.
Another equity vs. equality image I use is from the illustrator Tony Ruth. Here, the concept goes beyond equity to highlight systemic problems. In the image, the tree is titled to one side, and there is an imbalance in fruit growth.
Justice, in other words, occurs when people have the resources they need and systemic inequalities are removed.
Equity vs. equality examples
We’re starting to get a feel for equity vs. equality, but let’s move beyond the abstract. I’ve put together some concrete examples of equity vs. equality in the workplace in the area of the gender pay gap.
Many of us are familiar with the concept of equal pay for equal work. This is pay equality. It demands transparency and that people with the same job position make the same salary regardless of background or gender.
Pay equity, on the other hand, is about equal pay for work of comparable value. Jobs that are historically dominated by men and jobs that are historically dominated by women, for instance, should be paid the same if the value of the work is equal. Value of work is measured in skill, effort, responsibilities, and conditions of the work.
U.S. women’s national soccer team
In late 2022, the U.S. Soccer Federation announced they would pay the U.S. Women’s National Team an amount equal to the money awarded to the men’s team for the FIFA World Cup in Qatar. Though the USWNT have won more international tournaments than the men, they faced decades of discrimination and shortages in resources, support, and media coverage. They will also be paid $22 million in back pay to retroactively address equity. They are a more valuable sports team to the country because they perform relatively better, even though they can’t attract as much money or viewership. Pay equity also acknowledges that there are systemic disparities faced by people on the same team, and attempts to correct it.
Indigenous health equity in Australia
As is true of most colonized nations, extreme health inequities in Australia become clear when comparing the health outcomes and life expectancies of Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians. In the past, Australia’s government has responded to these disparities with paternalistic, culturally insensitive policies that went against the wishes of many First Peoples in Australia and made inequities worse.
Then, in 2019, a formal agreement for a “Closing the Gap” program was reached between Australia’s state and territory governments and a coalition of more than 50 Aboriginal and Torres Strait Islander organizations. With a goal of achieving health equity for Australia’s First Peoples by 2030, the program recognizes Indigenous people’s authority over what their own communities need and is putting resources into closing gaps like physical and financial barriers to health services in rural areas and the need for culturally appropriate healthcare.
Close your gender pay gap or risk being outed by my favorite Twitter bot: @PayGapApp exposes companies with hypocritical DEIB messaging. Each time a company posts about equity but has a gender pay gap that is public knowledge, this bot calls them out. There are hundreds of examples.
How to make your workplace more equitable
We need intentional, active DEIB initiatives and practices to make workplaces more equitable. Here are a few crucial steps in your journey towards equity in the workplace.
1. Have a DEIB goal.
What does DEIB look like for your company? Try finishing these sentences:
We will know that we have a diverse workplace when…
We will know that we have an inclusive workplace when…
We will know that we have an equitable workplace when…
We will know that we have a culture of belonging when…
Increasing workforce representation across race, ethnicity, gender, sexuality, religion, and age identities by a set date
Scoring higher for employee retention, satisfaction, or wellness on internal surveys
2. Build data-driven feedback.
Once you’ve set goals, you need specific indicators that show progress. From your current demographics to your goal demographics, what is the percentage of change needed to achieve equity? As we like to say at PowerToFly, what gets measured gets managed, and tying your lofty DEIB goals to concrete, measurable, and shareable numerical outcomes is essential. Employee feedback, too, is the most critical measure of your progress.
3. Offer DEIB training.
DEIB training gives us the opportunity to learn about other people and confront our own biases. Through different channels, address the following areas or bring in a consultant who can:
Equitable hiring and recruitment takes everything I mentioned above and infuses it into an intentional, impactful approach to growing diverse teams. This applies to how we advertise jobs and select and screen candidates. Partnering with a DEIB training expert can be extremely helpful when teaching teams to recognize our biases towards people’s background, circumstances, look, and behavior.
Equity in the workplace
Understanding equity vs. equality is something I think about on a daily basis. I know there are plenty of professionals out there, like myself, who want to make their company a better place to work for all. Understanding equity helps us meet the needs of our people and provide the right resources so that our teams can be efficient and productive. In doing this, we acknowledge that systemic disadvantages are real, and we can work to actively dismantle them.
NEW YORK – September 7, 2023 – PowerToFly, a diversity talent acquisition platform connecting underrepresented talent to great careers, today announced a new feature available within the PowerPro product, Candidate Search. The new feature is set to transform talent acquisition by providing companies with a powerful tool to identify and recruit candidates from underrepresented backgrounds, bringing a new level of inclusivity and effectiveness to the hiring process.
Using the Enhanced Search feature within Candidate Search, recruiters are equipped to search for and select candidates based on specific diversity parameters like gender and ethnicity, among other identity markers candidates have and affinity groups they belong to. The streamlined process facilitates finding, shortlisting, and engaging potential candidates, all within a single intuitive search function.
Employers and recruiters now have the ability to find professionals who match various identity and skill markers, adding a new dimension to diversity recruiting — one that often wasn’t feasible with traditional candidate search tools.
While competitors may use the term “diversity filters” to describe a similar feature, PowerToFly uses proprietary self-reported data from its community of 3.7 million diverse professionals to enhance candidate information, all while providing recruiters with a search experience that is more robust, expansive, and accurate compared to tools operated by platforms without a core DEIB focus.
On average, traditional talent acquisition teams can spend up to four hours curating a list of 100 qualified, diverse profiles using tools like LinkedIn. PowerPro’s Candidate Search enables recruiters to generate these lists in seconds.
In addition to its streamlining capabilities, Candidate Search is designed to foster inclusivity from the earliest stages of recruitment, aligning with PowerToFly's core mission of engendering more diverse teams. The feature is readily accessible within PowerPro, PowerToFly’s comprehensive talent acquisition platform.
"With the launch of Candidate Search, we are taking a crucial step forward in empowering companies to expand the pool of top talent they’re connecting with across all identity groups. With this feature, companies can continue building teams that reflect the identity demographics of the communities they're serving, and do this faster than ever before" said Milena Berry, CEO and co-founder of PowerToFly.
The enhancement features in Candidate Search help mitigate unconscious biases that inadvertently impact hiring decisions, enabling companies to tap into the power of diverse perspectives to drive innovation and success.
For those interested in learning more about Candidate Search, PowerToFly will be hosting a live demo on Thursday, September 7th, from 11:00 AM to 12:00 PM EDT. Click here to register.
PowerToFly was founded by Milena Berry and Katharine Zaleski in 2014 to fast-track economic equity by connecting underrepresented talent to roles in highly visible sectors. The company is focused on empowering underrepresented talent across all races, ages, ethnicities, sexual orientations, abilities, veteran statuses, and gender identities. Allies are welcomed.
A full list of companies on the PowerToFly platform can be found here.
An effective job search takes time. Watch the video to the end to get some tips on how to succeed in your next job hunt!
Looking for effective job search strategies? Join Carolina Bontempo, senior recruiter at Moody's, as she shares valuable advice on tailoring your resume and acing the interview process.
When it comes to an effective job search, tailoring your resume is very important. Include keywords and phrases relevant to the desired positions. Many companies nowadays utilize applicant tracking systems, scanning for specific keywords in the job description. By strategically incorporating these keywords, you can increase your chances of getting noticed by potential employers.
To be effective in your job search, provide intelligent answers. During interviews, a common directive is "Tell me about yourself." Use this question to give a well-structured overview of your professional background. Share your current role and relevant work history, focusing on key roles, responsibilities, and accomplishments that directly relate to the position you're applying for. Highlight the skills and strengths that make you a strong candidate, reinforcing qualities aligned with the job requirements. Remember to keep your answers concise and professional while providing specific examples of how you have utilized those skills in previous positions.
A key aspect of an effective job search is research
By investing time to understand Moody's Corporation, you can demonstrate your interest and knowledge. Explore the official website to familiarize yourself with the company's core values, target market, products/services, and recent news or press releases. Navigate their social media accounts to gain insights into their online presence and current happenings. This research will enable you to showcase your enthusiasm, align your skills and experiences with the company's values, and ask good questions during the interview.
Are you interested in joining Moody's? They have open positions! To learn more, click here.
Get to Know Carolina Bontempo
If you are interested in a career at Moody's, you can connect with Carolina on LinkedIn. Don’t forget to mention this video!
More About Moody's
Moody’s is a globally integrated risk assessment firm that empowers organizations to make better decisions. Their data, analytical solutions, and insights help decision-makers identify opportunities and manage the risks of doing business with others. They believe that greater transparency, more informed decisions, and fair access to information open the door to shared progress. With over 14,000 employees in more than 40 countries, Moody’s combines international presence with local expertise and over a century of experience in financial markets.