Only 28 percent of employees feel like their organization is fair to everyone. With that in mind, the E in DEI—equity—is recontextualized. Equity in the workplace is understood to mean fair treatment and uniform access to advancement for everyone in an organization. This effort is in response to the historical and systemic factors that have inequitably distributed resources to certain groups of people. However, not everyone understands what equity means, which can make DEI efforts less successful than they could be. For one, equity and equality don’t mean the same thing. Equality refers to treating everyone the same, but equity means allocating resources based on needs and unique circumstances. Equity considers historical and socioeconomic factors that affect experiences and opportunities, whereas equality can oftentimes overlook these factors. Consider a job posting that is open to anyone. This would be an equal opportunity; however, it may not be equitable. Requiring industry experience, a college degree, or leadership experiences might disqualify certain candidates who for myriad reasons might not have had the same opportunities in life. Long before the selection process starts, discrimination might have unconsciously occurred.