In today’s world, organisations and institutions strive to create inclusive environments where every individual is treated with fairness and respect. However, challenges such as Differential Treatment often arise, creating gaps in diversity, equity, and inclusion (DEI) efforts. But what exactly is Differential Treatment, and how does it affect organisations, individuals, and communities?
Definition:
Differential Treatment refers to the practice of treating individuals or groups differently based on certain characteristics, such as race, gender, age, disability, ethnicity, or other protected attributes. This differential approach may stem from conscious biases, institutional policies, or unintentional discrimination. It can have profound effects on marginalised groups, often leading to inequalities in opportunities, resources, or outcomes. Though it may be justified in some situations, such as providing reasonable accommodations for people with disabilities, Differential Treatment is problematic when it perpetuates inequities or results in discrimination.
Differential Treatment vs. Equal Treatment
To better understand Differential Treatment, it’s essential to differentiate it from Equal Treatment:
- Equal Treatment means treating everyone the same, regardless of their individual needs or characteristics.
- Differential Treatment occurs when individuals or groups are treated differently based on specific characteristics, often leading to unequal access to opportunities.
In a DEI framework, equal treatment may not always lead to equity. Sometimes, Differential Treatment is necessary to level the playing field, such as providing additional resources to underrepresented or marginalised groups to ensure fairness. However, when this concept is misapplied, it can reinforce inequalities rather than mitigate them.
Example:
Imagine two employees, John and Sarah, working in the same department. John is a senior employee, while Sarah is a new hire. Sarah is repeatedly given more complex tasks than John, despite having less experience. Over time, she feels overwhelmed, while John is comfortable with his workload. This is Differential Treatment based on experience level, and though it may seem beneficial to challenge Sarah, it results in unequal outcomes as she lacks the resources and support to succeed, leading to stress and burnout.
Alternatively, consider a scenario where Differential Treatment is beneficial: An employer may offer flexible work hours to a pregnant employee, recognising her specific needs. This ensures that she can maintain productivity without compromising her health, demonstrating how Differential Treatment can be applied positively to promote equity.
Conclusion:
Differential Treatment is a key concept within the DEI framework. While it can sometimes be applied to promote fairness, it often creates inequities when used without careful consideration. Organisations and communities aiming to foster diversity, equity, and inclusion must be vigilant in ensuring that Differential Treatment does not lead to discrimination or unequal access to opportunities. By addressing these challenges head-on and adopting fair, equity-focused practices, organisations can build more inclusive environments where all individuals can thrive.
References:
Garcia, F. J. (2003). Conclusion: Beyond Special and Differential Treatment. In Trade, Inequality and Justice: Toward a Liberal Theory of Just Trade Law (pp. 193-213). Brill Nijhoff. https://brill.com/display/book/9789004480155/B9789004480155_s009.xml
Keck, A., & Low, P. (2005). Special and differential treatment in the WTO: why, when, and how?. ECONOMIC DEVELOPMENT &, 147. https://books.google.com.ng/books?hl=en&lr=&id=SIrYA6R-7DEC&oi=fnd&pg=PA147&dq=Differential+Treatment&ots=yl-WWu9xtX&sig=RPAYNGGz-9OOT5pHhdgCGppdRso&redir_esc=y#v=onepage&q=Differential%20Treatment&f=false
Be impressively well informed
Get the very latest research intelligence briefings, video research briefings, infographics and more sent direct to you as they are published
Be the most impressively well-informed and up-to-date person around...