Why Shared Definitions of Equity Drive Deeper Commitment
- Chanel Grenaway
- Aug 21
- 3 min read
If I were to ask your leadership team, staff, or board members to define equity, inclusivity, and anti-racism, would I hear similar responses? Does your team share a common understanding of equity, diversity, and inclusion?
Don’t worry if you answered no, I estimate that 96% of organizations I work with didn’t start with a shared understanding of these terms. So, this often becomes our starting point. As terminology evolves, I encourage leaders to ask: What does equity mean in relation to your mission, vision, and employee well-being? And how does it relate to your relationships with community partners or beneficiaries?
Creating space for conversations about these terms can uncover patterns and perspectives that might either help or hinder your equity goals. Examining and co-creating your own definitions (and subsequent equity practices) can assist in the following ways:
Shared Language Builds Shared Understanding
There is no universal definition of equity. Words like equity, inclusion, and anti-racism can mean different things to different people. These concepts are shaped by history, geography, lived experiences, and organizational values. That’s why it’s crucial to explore and define them collectively, ensuring everyone can share their insights. Without common definitions, people might interpret equity terms differently, sometimes leading to conflict. Co-creating definitions leads to clarity, reduces misunderstandings, and ensures everyone is on the same page.
Context-Specific Definitions Are More Actionable
Generic definitions can feel abstract or disconnected from daily work. Staff members are eager to know what tangible things they can do, and what the organizational expectations are related to equity practices and processes. Tailoring definitions to your organization’s mission and key activities makes it valuable and relevant to your team. Equity then becomes part of everyday actions, not just something we talk about every so often.
Co-created Definitions Deepen Commitment to Equity
When staff, leaders, and board members collectively define what equity means, it fosters a stronger sense of ownership and responsibility. It’s not just “someone else’s job” everyone plays a part and contributes to the shared vision.
Consider these two definitions of equity:
Equity refers to achieving parity in policy, process, and outcomes for historically, persistently, or systemically marginalized people and groups while accounting for diversity. It considers power, access, opportunities, treatment, impacts, and outcomes in three main areas: representational equity, resource equity, and equity-mindedness.¹
Equity means fairness, ensuring all identities are treated fairly and that resource allocation and decision-making processes are non-discriminatory. It involves challenging systemic barriers and biases, sometimes providing varying levels of support to individuals to fully access, participate in, and benefit from a program or project.²
These definitions are similar yet emphasize different aspects of equity. One might resonate more with your organization’s mission and context, or you might identify a gap based on your work and goals. As you explore these terms don’t be afraid to add information, emphasis or nuance, based on your unique context.
Taking the time and energy to collectively explore these terms is worthwhile. Once you can define and collectively articulate your understanding of equity, the next step of operationalizing it becomes significantly easier.
Chanel Grenaway & Associates Inc. is committed to helping leaders, staff teams and boards align with their anti-racism and inclusion goals through continuous learning and practice change. Do you need support to start or accelerate your equity practice and outcomes? Happy to hop on a call with you to see how I might help. Let’s chat.
