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05 Feb 2025
7 Min Read
Preevena Devi (Contributing Writer)
Equality means treating everyone the same—but is that always fair? Equity acknowledges gender differences to ensure fairness in opportunities for all.
Equality sounds great in theory. After all, treating everyone the same seems fair, right? However, in practice, it often overlooks the unique circumstances and challenges different groups face—especially across gender. Picture this: handing out the same-size shoes to everyone, regardless of foot size. The outcome isn't fairness—it's discomfort and exclusion. This is where gender equity steps in. Rather than assuming identical treatment leads to fairness, equity recognises that men and women start from different places and face distinct barriers. It seeks to create opportunities for everyone to succeed—precisely by recognising these differences.
While equality focuses on giving everyone the same tools and opportunities, equity digs deeper. It addresses the systemic obstacles that prevent certain groups, including women, from having a fair shot. True fairness requires understanding context: men and women live out different historical, biological, and social realities. Equity ensures that everyone gets what they need to succeed, even if that requires offering different support to different people. In other words, fairness isn't about treating everyone the same. It's about adjusting the approach to fit individual and group realities—making sure no one is left behind.
Women's exclusion from education, politics, and economics was the norm for centuries. For most of history, women were considered intellectually and physically inferior to men, denied access to schooling, and barred from professional opportunities. It took waves of feminism—from the suffrage movements fighting for voting rights to labour movements demanding fair wages and working conditions—to begin dismantling these barriers. The fight later extended into reproductive freedoms, giving women control over their bodies and the ability to plan their lives on their own terms.
While women fought for visibility, men were confined by rigid, invisible expectations. The traditional 'protector-provider' role forced men to define their worth through economic success and stoicism. Emotional vulnerability became taboo, and showing weakness risked undermining one's perceived masculinity. This silent burden continues to impact men's mental health, discouraging emotional expression and reinforcing unhealthy coping mechanisms.
The post-World War labour shift allowed women to enter the workforce en masse, filling roles left vacant by men who went to war. But when the war ended and men returned, many women were pushed back into domestic roles. Decades later, the tech boom triggered a rise in high-paying, high-status jobs—yet these remained largely male-dominated spaces. Meanwhile, many women stayed concentrated in service industries, often considered 'pink-collar' jobs like nursing and teaching. These roles, historically associated with women and care work, have long been undervalued and underpaid, perpetuating economic inequality despite increased female participation in the workforce.
Modern workplaces are still shaped by outdated norms. The 9-to-5 schedule, designed with the male breadwinner in mind, assumes a full-time homemaker is managing domestic responsibilities behind the scenes—a reality that rarely exists today. Yet, the expectation persists, leaving many women to juggle professional demands alongside unpaid care work. At the same time, leadership ideals continue to favour assertiveness and competitiveness—traits historically associated with men. Meanwhile, women who display these same traits are often labelled abrasive or unfeminine.
Yes, biological differences exist! On average, men have greater muscle mass, while women have unique reproductive health needs. But these differences are often overstated to justify excluding women from physical labour, leadership, or decision-making roles. True equity acknowledges these differences without turning them into excuses for reinforcing outdated stereotypes or limiting opportunities.
Medical research has long centred male physiology as the default, leaving women underdiagnosed, misdiagnosed, or dismissed. Heart attack symptoms, pain thresholds, and hormonal health are just a few areas where women's experiences have been overlooked—leading to real, sometimes life-threatening consequences.
Society still leans on outdated evolutionary psychology to explain and excuse traditional gender roles (think men as hunters, women as gatherers). While our biology hasn't drastically changed in recent millennia, our cultures have evolved dramatically. We no longer live in survival-based societies where such divisions were necessary, making it all the more important to challenge simplistic, biologically deterministic explanations for why things are 'just the way they are'.
From early childhood, boys and girls are subtly steered towards different futures. Toys, media, and classroom expectations teach boys to lead and girls to care. Over time, these lessons shape lifelong confidence levels, career aspirations, and risk-taking tendencies.
Even as women climb corporate ladders, they continue to shoulder the majority of unpaid household labour, from childcare to elder care. This invisible labour contributes to the 'motherhood penalty'—reduced pay, fewer promotions, and limited career mobility. In contrast, fathers often experience a 'fatherhood bonus', receiving professional rewards and being viewed as more stable or committed simply for having children.
Women leaders walk a tightrope between conflicting expectations. As America Ferrera's powerful monologue in Barbie highlighted, women must be ambitious but not intimidating, confident but not arrogant, nurturing but not weak. They are expected to balance warmth with authority, constantly adjusting their behaviour to avoid criticism. This emotional labour is invisible yet exhausting, forcing women to perform gender even as they lead.
Men face equally rigid expectations. They are told that success means prioritising income over family or passion. Those interested in caregiving or creative fields risk social stigma, often being seen as less competent or insufficiently masculine. These narrow definitions of success limit men's emotional well-being and professional fulfilment.
Cultural stigma discourages many men from taking paternity leave, reinforcing the belief that caregiving is women's work. Meanwhile, women disproportionately manage emotional labour—remembering birthdays, soothing conflicts, and maintaining social ties. This unequal division deepens the emotional gap between genders and perpetuates the cycle of imbalance at home.
Achieving gender equity requires intentional structural reforms within workplaces. Equal parental leave for all genders helps normalise caregiving roles and reduces the stigma around men stepping away from work. Menstrual leave acknowledges biological realities without penalising women for natural processes that can impact productivity. Pay transparency is another critical tool, allowing organisations to identify and address unjustified pay gaps.
Flexible work schedules ensure that parents, regardless of gender, can actively participate in both their careers and families. To complement these policies, mentorship programmes should support underrepresented groups. For example, women in STEM fields and men in caregiving roles can benefit from mentors who have successfully navigated similar non-traditional career paths. By fostering support networks, workplaces can challenge occupational stereotypes while helping individuals thrive.
The healthcare system also plays a central role in advancing gender equity. Historically, women have been underrepresented in clinical research, resulting in diagnostic biases and inadequate care. Closing this research gap helps ensure medical treatments reflect both male and female physiology. At the same time, expanding access to reproductive healthcare and addressing gender-specific mental health challenges—including the stigma men face around emotional vulnerability—are essential steps towards building a more holistic and equitable system for all.
Cultural narratives must evolve alongside policy changes. Healthy masculinity embraces emotional openness, caregiving, and creative expression, breaking free from outdated definitions rooted in dominance and suppression. Likewise, femininity must make space for ambition, assertiveness, and leadership, allowing women to embody these qualities without facing social penalties. Equity means giving everyone the freedom to define their identity on their own terms.
Representation is a powerful driver of cultural change. When children see female scientists, male nurses, women CEOs, and stay-at-home dads portrayed positively in media, they internalise the message that all careers—and all forms of success—are valid for all genders. Positive representation breaks stereotypes, empowers aspirations, and sets the stage for a more inclusive future.
Gender equity isn't a zero-sum game. Fairness for one doesn't come at the expense of another. It's about creating opportunities for everyone to thrive, regardless of gender. By recognising and respecting our differences—not erasing them—we can build a more equitable today and move closer to true equality tomorrow.
Preevena Devi pursued Cambridge A Level at Taylor's College before attending Monash University. She is a biomedical science student, a passionate feminist, and a firm believer in the transformative power of the written word to change the world!
