Equity Matters
Equity is not just about treating everyone the same. It’s about recognizing that people come to our classrooms and workplaces with different histories, barriers, and needs, and it’s important to respond with fairness, inclusion, and intentional support.
Fleras (2016) shares “Everyday racism is entrenched within mainstream institutions so that patterns of dominance are largely invisible to those in power and passively tolerated by the majority” (1-19).
In this chapter, marginalized university students and staff share personal stories about the struggle to have a seat at the table, to be heard without dismissal, and to be treated with the same respect and opportunities as their peers. Their experiences speak to the deep frustration of navigating systems where power is unevenly distributed and where merit is often measured by norms that exclude rather than include.
These stories highlight how inequity shows up in subtle and overt ways: in who gets to speak and be believed, whose ideas are valued, and who feels empowered to participate fully. They remind us that building equitable environments isn’t just a matter of policy. It’s a matter of daily practice, of rethinking who we center, and of ensuring that access and opportunity are not privileges for a few, but a right for all. As you read and listen, reflect on how your own space can become one where equity isn’t just talked about, but truly lived.
Relevant Definitions
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: the proportional participation at all levels of an institution;
- Resource equity: the distribution of resources in order to close equity gaps; and
- Equity-mindedness: the demonstration of an awareness of, and willingness to, address equity issues.
Micro-inequity is a comment or action that demeans or marginalizes the recipient. For example:
- Forgetting a more junior member of staff’s name
- Always mispronouncing someone’s name
- Disregarding someone’s comments during a group discussion or meeting
Tall Poppy Syndrome is when someone stands out—because of success, confidence, or ambition—and others criticize, exclude, or try to “cut them down” because they don’t fit the expected role based on their background, appearance, or identity.
Model Minority Myth is a stereotype that suggests certain marginalized groups (often Asian communities) are more successful, hardworking, or well-behaved than others. It creates unfair pressure to be perfect, hides real struggles, and is often used to dismiss the need for equity.
Imposter Syndrome is the feeling that you’re not good enough or don’t truly belong, even when you’ve earned your place. People with imposter syndrome often doubt their abilities and fear being “found out” as a fraud.
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Media Attributions
- Scale, Law, Judgement © Clker-Free-Vector-Images is licensed under the Pixabay License
