Equality without Equity Tutorial

In 'equality without equity', discover how Techno Avant, a tech sector leader, faces the gap between equality and true equity. Sarah, a developer, reveals how policies overlooked personal circumstances, hindering her growth. Dive into her journey as she advocates for a more inclusive approach that respects diverse needs. Explore how this pivotal moment reshapes the company's future!

  • 02:24
  • 3 views
résultat(s)
00:00:05
equality was a well established principle.
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The management boasted of offering all its
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employees the same opportunities for employment,
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training,
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mobility,
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promotion,
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and wage progression.
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On paper,
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Techno Avant was a model of professional equality.
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Sarah,
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a talented developer,
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joined the company enthusiastically attracted by this promise of equality.
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However,
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she soon noticed something was amiss.
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Although all employees had the same training opportunities,
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these were only offered at times incompatible with her family responsibilities.
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Moreover,
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the company organized many after work
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events where everyone developed their networks
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and built their careers while she was held back at home.
00:00:47
Technoavan had also implemented an internal mobility program,
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but without considering personal situations,
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it seemed that teleworkers progressed much slower than
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those who opted for full-time office presence.
00:01:00
Furthermore,
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although salary progression was based on clear performance criteria,
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it appeared that men more proactive
00:01:07
in requesting raises and showcasing their successes
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had faster progressions than women.
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Over time,
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Sarah felt neglected and undervalued.
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She attended meetings where the equality of
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opportunity at techno event was praised,
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but the issue of equity was never addressed.
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Her unique talents were not fully utilized,
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as the company had not adapted its policies to
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recognize and support the individual needs of its employees.
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Finally,
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Sarah approached Human Resources to express her concerns.
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She explained that equity meant not just
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offering the same opportunities to everyone,
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but providing adjusted and fair opportunities
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that recognized the diversity of personal situations.
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She was also surprised that one of her brilliant colleagues with
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a disability had not yet been promoted to a managerial position.
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This exchange was a turning point for techno Avant.
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The management understood that their comprehension
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of equality was incomplete without equity.
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They took steps to adapt their policies,
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introducing flexible training schedules and daytime events,
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ensuring that teleworkers were not disadvantaged,
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and ensuring that mobility and salary progression criteria recognized
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the unique particularities and challenges of each employee.

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