Feminism is often defined as the pursuit of gender equality. However, equality alone does not necessarily guarantee equal opportunities for everybody.
Treating everyone the same way may not account for the different barriers faced by women across lines of race, religion, socio-economic backgrounds, and culture. Subsequently, feminist efforts that heavily advocate for equal treatment may unwittingly capitalise on existing systems that only benefit certain privileged groups within society.
The oppression of marginalised groups has always been, and still continues to be a deeply complex and prevalent societal issue. If equality remains at its core, the radical feminist movement may inadvertently reinforce hegemonic beliefs and support the very power structures of privilege and injustice that they seek to challenge. Considering the contemporary workforce, which is shifting towards an increasingly diverse and globalized landscape, it is crucial that businesses adopt an equity-over-equality approach.
This article examines the evolution of feminism, the necessity of a shift towards equity, and how companies can effectively revise their policies to achieve genuine inclusivity.
The Evolution of Feminist Waves
Feminism is generally recognised as a movement to end discrimination and oppression, with the aim of achieving full gender equality in law and practice.
The first wave of feminist activism focused on the civil rights of women. This is commonly known as the “suffragette movement,” and it became a worldwide movement by the end of the 19th century. Through this activism, women’s rights to obtain their education and their right to vote became more widely recognised.
The suffragettes then gave way to the second wave of feminism, which resurged by the 1970s and was heavily focused on achieving “women’s liberation.” It catalysed the drafting of international documents about women’s rights, including the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), which was adopted by the UN in 1979.
It also shed more light on women’s achievements, which had previously gone undocumented and unrecognized, and the second wave produced novel areas of educational study.
Moving on to the third and fourth waves, which have occurred over the past three decades, modern feminism focuses on raising awareness about issues including workplace discrimination, pay gaps between men and women, sexual harassment, reproductive rights, and violence against women.
With the widespread use of technology and social media, modern feminism has established a strong presence in digital spaces, thereby amplifying its impact and reach.
A prominent milestone of these waves would be the #MeToo movement, which went viral in 2017. It encouraged the survivors of sexual abuse to come forward about their experiences, and led to a surge in awareness and prompted global conversations about accountability.
When Equality Isn’t Enough
Notably, many of these movements first began in Western Europe and the United States. Despite the progress driven by each wave of feminism, the experiences of more privileged women — particularly those from Western, white, middle-class backgrounds — still receive more attention and acknowledgement as compared to those from other marginalised communities.
This is an important point as, ultimately, all forms of oppression are interconnected. Systemic inequalities and hierarchies revolving around race and white privilege, socio-economic status, cultures, sexual orientation, and ableism all interact, forming complex layers of identity that alter women’s positions within society.
The implication here is not that the struggles of women can be written off if they belong to certain communities. But the challenges white women face will certainly differ from those of women of colour.
According to McKinsey’s 2024 report on women in the workplace, if current trends continue, it will take 22 years for white women to reach equal representation in senior leadership roles and more than twice as long for women of colour. This projection is based on existing workforce data and the assumption that the number of diverse women entering senior roles will continue to increase.
In relation to the workforce, most women face similar fundamental issues, such as unequal pay or lack of representation in senior or leadership roles. However, cultural factors may pose additional challenges to women in different parts of the world. In typically collectivistic and patriarchal societies, women may struggle significantly more against societal expectations about family roles, submissiveness, and conformity.
Recent data analysis from the UN Women report states that globally, the labour force participation rate (LFPR) among prime working-age women (aged 25–54) stands at 63%, compared to 94% among their male counterparts.
However, the rates for women in Europe and North America are significantly higher than the global average, with their LFPR standing at 79%.
These rates show that, on top of structural inequalities, cultural expectations and societal norms are an added obstacle that women in certain communities have to face. They are disproportionately affected by the gender roles deeply embedded in their traditional societies, and their ability to work and build their success is further hindered. These are merely a few examples of how unique factors and circumstances can shape women’s experiences of gender inequality.
To truly achieve female empowerment, it is crucial to understand how various forms of oppression differently affect women’s experiences, the kinds of challenges that they face, and the kind of justice and solutions required to mitigate these issues.
This is where equity should come into play as a core aspect of feminism.
Why Equity Should Be the Way
While equality means treating everyone the same way and providing individuals with the same resources, equity recognises that different individuals have different needs given their unique circumstances. It ensures that they receive the necessary support to achieve equal outcomes.
Despite the European Union Council largely defining feminism as aiming for equality, such perspectives often fail to acknowledge the complexity of intersecting identities. If feminist movements were to continue working solely towards equality, there would still be groups of women who fall through the gaps, and achieving success may not be as viable for them.
Consequently, a shift towards equitable approaches would level the playing field, providing more women with meaningful opportunities to work towards achieving their goals.
Creating Truly Inclusive Workplaces
To address certain gaps, organisations should re-evaluate and improve their governance strategies.
For instance, an equal policy might enforce the same working hours for all employees, whereas an equitable policy would account for the needs of caregivers by offering flexible working arrangements, as well as parental leave for both men and women.
Companies can also offer initiatives such as mentorship programs for marginalised women or individuals to enrich their skill sets.
Organisations can also consider requesting more regular gender pay audits. These are some equity-focused efforts that can create fairer conditions and also promote authentic inclusivity in increasingly diverse global workplaces.
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Towards a More Inclusive Feminism
Observably, feminism has evolved across multiple waves, from civil rights activism to widespread digital movements. Yet, it continues to face challenges in achieving its goal of advocating for all women.
While equal treatment has advanced opportunities for many, it often overlooks underlying systemic and cultural barriers that disproportionately affect marginalised women.
As highlighted throughout this article, structural inequalities, racial disparities, and traditional norms contribute to vastly different experiences of gender-based oppression. An equality-based approach risks reinforcing hegemonies, whereas equity recognises gaps and delivers tailored solutions.
In today’s global and diverse workforce, organisations must adopt equity-driven strategies to effectively empower all women, regardless of their background. By choosing equity over uniformity, organisations can move towards reshaping workplaces and society for a fairer future.
Editor’s Note: The opinions expressed here by the authors are their own, not those of Impakter.com — In the Cover Photo: UN Women Executive Director Sima Bahous speaking at the opening session of the 66th Commission on the Status of Women. Cover Photo Credit: UN Women/Ryan Brown
