Equal, equitable, and fair are all terms used frequently when describing the treatment employees expect from employers. Does this mean they are interchangeable? Not at all! In fact they are different and should be used according to the results employers are looking to attain. Why is this important to know? Because achieving the right treatment makes all the difference in an organization’s success.

In the increasing landscape of diversity/inclusion equal, equitable, and fair treatment provides the foundation needed to ignite the passion, dedication, loyalty, and engagement of their entire organization. How do CEOs, Business Owners, leaders, and managers use them as they are here?

Fair treatment causes some work environments to be continuously highly productive, creative, display foresight, and much more. Employees know that they are being judged on their merits not their associations or their demographics. Fair treatment is sometimes viewed as unfair based on how leaders, managers, or fellow coworkers. Using the example above, when the stellar employee is treated the same way as the borderline employee and depending leaders decisions or these employees are a different race or ethnicity the borderline employee might believe he/she is being treated unfairly. Leaders and managers must be consistent in how they deliver discipline and their actions toward each employee.

Notice there is no direct link between fair and equal. That’s because they are diametrically opposed. CEOs, Business Owners, leaders and managers must demonstrate they understand the three through word, action, and support. Equitable, equal, and fair are definitely important to an organizations’ phenomenal success.