Often, inequities within organizations remain unseen, even when recognized elsewhere. This paradox arises from deeply ingrained biases, insulation from day-to-day realities, or a lack of diverse perspectives at the top. While overt discrimination may be addressed through policies, subtler forms of inequity—be it in pay, opportunities, or workplace culture—can persist unnoticed. To create truly equitable workplaces, leaders must learn to see beyond these blind spots and adopt creative, proactive solutions.

Here are a few real-world examples that reveal how such inequities can arise and, more importantly, how they can be addressed effectively.

Unconscious Bias Leading to Gender Inequity

In 2021, a leading gaming company faced a lawsuit that exposed a “frat boy” culture, where women were underpaid and had limited opportunities for advancement. Despite having diversity initiatives, the organization failed to recognize or address this ingrained culture until external intervention brought it to light.

Tip: Embrace Blind Recruitment

One way to counter unconscious bias is to implement blind recruitment, where names, gender, and other identifying details are removed from resumes during the hiring process. This approach has been effective for companies like Atlassian, which saw an 80% increase in the hiring of women for tech roles. Removing biases from the initial recruitment stages can help build a diverse workforce and foster a more inclusive environment from the ground up.

Race-Based Inequities and Siloed Leadership

In 2020, a major coffee chain faced backlash when two Black men were wrongfully arrested at one of their stores. Despite multiple diversity training initiatives, implicit biases remained unaddressed at the ground level, leading to a major public relations crisis.

Tip: Implement Reverse Mentoring

Reverse mentoring, where junior employees from diverse backgrounds mentor senior leaders, offers an innovative approach to addressing these biases. By adopting this concept, companies like PwC gained first-hand insights into the experiences of minority groups, enabling them to implement more inclusive policies. Understanding diverse perspectives from the ground up helps bridge gaps that traditional training programs might overlook.

Inequity in Pay and Opportunity Across Geographies

Multinational companies often face challenges in maintaining pay equity across different regions. One tech giant was recently criticized for underpaying female employees across various global offices, despite public commitments to gender parity.

Tip: Conduct Regular Equity Audits

Equity audits are comprehensive assessments that identify discrepancies in pay, promotion opportunities, and other areas of imbalance. Organizations like Salesforce conduct regular equity audits and, in 2019 alone, allocated $8.7 million to address pay disparities. Routine audits ensure that imbalances are identified and addressed promptly, leading to fairer and more transparent workplace practices.

Exclusion of Differently-Abled Employees

A well-known technology company once struggled with making its products accessible for differently-abled employees, despite its reputation for innovation. Internal advocates brought this issue to light, highlighting how a lack of inclusivity can impact both employee engagement and product design.

Tip: Leverage Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) provide a safe platform for underrepresented groups to voice their concerns directly. By forming an ERG for differently-abled employees, this tech giant was able to develop a specialized hiring program that not only boosted inclusivity but also improved their products. ERGs serve as a powerful conduit for change, driving awareness and fostering a culture of inclusivity.

Blind Spots in Handling Sexual Harassment

The issue of mishandling sexual harassment became apparent when a prominent ride-sharing company’s internal environment was exposed in 2017. Numerous incidents were ignored, allowing a toxic culture to thrive unchecked. This led to a major restructuring and legal challenges.

Tip: Introduce Ombudsperson Programs

An ombudsperson program offers an independent, neutral mechanism for reporting and resolving harassment cases. Organizations like Unilever have successfully implemented such programs, creating safer and more equitable workplaces across their global offices. By ensuring that complaints are handled impartially, these programs help foster a culture of trust and accountability.

Moving Beyond Policies to Real Change

Recognizing and addressing inequities requires more than just policies and training. It demands a willingness to listen, adapt, and evolve. Blind recruitment, reverse mentoring, equity audits, ERGs, and ombudsperson programs are not just strategies—they are pathways to a more inclusive and fair workplace.

The journey to equity is ongoing. By embracing creative solutions and seeking to understand the lived experiences of all employees, organizations can unlock their full potential and drive sustainable, inclusive growth.