Equality and equity may seem similar, yet recognizing how they differ can help us address the vulnerabilities to trafficking. Equality focuses on similarity. Equality can include applying the same strategies to all without considering the unique differences and needs of individuals and communities.

Equity is defined as the consistent and systematic fair, just, and impartial treatment of all people. Exec. Order No. 13985, 2021 charges the Federal Government with advancing equity for all. Underserved communities include African Americans, Latinos, Indigenous and Native American people; Asian Americans and Pacific Islanders; and other persons of color; members of religious minorities; 2SLGBTQIA+ people; foreign nationals; people with disabilities; rural residents; and those otherwise impacted by persistent poverty or inequality.

Many people who are at risk for or have experienced trafficking have unequal access to housing, health care, education, work, and other economic and social resources. Unequal access and inequitable policies, practices, and embedded norms sometimes act as barriers. People who have been historically underserved and marginalized are overrepresented in the legal system, have higher rates of poverty, and experience disparities in health outcomes. Thus, simply providing equal access does not ensure everyone will get what they need, nor does equal access necessarily lead to equal opportunity.

“There comes a point where we need to stop just pulling people out of the river. We need to go upstream and find out why they’re falling in.”

— Desmond Tutu

Equity in anti-trafficking work requires us to acknowledge historical inequities and pursue sustainable changes by centering, amplifying, and elevating the voices of those impacted most. At the same time, we must address the social determinants of health through multidisciplinary partnerships.

The image above represents the four points below — click on each section and the content appears.

An equity-focused approach involves cultivating an environment that equips and encourages everyone to take the following actions:

1. Acknowledge and address implicit bias.
   • Become aware of the unconscious biases everyone has and act to mitigate them.
   • Consider how bias may exist within practices and processes.
   • For details on types of implicit bias training and how to choose one for your team, review the Implicit Bias Trainings Environmental Scan.
2. Share or shift power.
   • Acknowledge harm experienced by communities that have been marginalized as a result of systemic racism and structural oppression.
   • Center, amplify, and elevate the voices of the individuals and communities that experienced the most direct impact of bias.
   • Provide resources and funding to individuals and organizations with lived expertise or those who represent communities that have been underserved.
3. Change and adapt policies and practices.
   • Regularly consider the following questions to evaluate policies, practices, and processes:
     • What is the purpose of this policy, practice, or process?
     • What is the intended outcome?
     • What is the intended impact?
   • Institute new inclusive and equitable policies and practices.
   • Create ways to measure impact through data collection and evaluation.
4. Transform culture (Assistant Secretary for Planning and Evaluation, 2023; Substance Abuse and Mental Health Services Administration, 2014.
   • Have ongoing conversations around equity and justice.
   • Consistently challenge oppression and inequity.
   • Authentically and actively engage individuals and communities that have been marginalized.

"Inequity is inherently connected to the root causes and risk factors for human trafficking, including [the] disproportionate impact of housing and economic stability, interpersonal violence and intergenerational trauma, displacement and disconnection from support and discrimination.”— Office on Trafficking in Persons Equity Statement

Moving toward an equity-focused approach requires a shift in our mindset and language -- moving from a focus on "saving" or "rescuing" individuals and communities deemed "vulnerable" or "at risk" to addressing the systems and processes that increase an individual's or community’s vulnerability.

How Well Does Your Organization Address Equity?

Use the following questions* to evaluate your organization’s strengths and areas for growth on equity:

• Has your organization publicly committed to racial equity in a mission statement?
• Do you collect racial, ethnic, and linguistic data on your staff, clients, board, consultants, partners, vendors, and contractors?
• Does your organization have policies and procedures to increase diversity, equity, inclusion, and accessibility in recruitment, retention, and promotion?
• Are knowledge, skills, and practices of racial justice incorporated into performance goals (e.g., job descriptions and work plans) and performance evaluations for leadership and staff?
• Does your organization have an internal structure (e.g., mentoring, employee resource groups) dedicated to addressing and promoting diversity, equity, inclusion, and accessibility (DEIA)?
• When you make evidence-based decisions about communities of color, do you collaborate on decision-making with the affected community?
• Does your organization have processes for evaluating the DEIA-related implications of policies and processes?
• Do you have procedures for addressing DEIA-related complaints and eliminating disparities?
• Does your organization integrate equity into all strategic planning rather than viewing equity as a stand-alone goal?
• Do you have employees at all levels who represent the communities served and are decision-makers?
• Do you encourage or support courageous conversations about race, equity, and justice?
• Do you make racial equity and cultural competency training available to your staff?
• Do you allocate resources for equity initiatives?

* Questions adapted from Coalition of Communities of Color. (2014, January). Tool for organizational self-assessment related to racial equity. https://www.coalitioncommunitiescolor.org/research-and-publications/cccorgassessment

References

Assistant Secretary for Planning and Evaluation. (2023, March). Advancing primary prevention in human services: Convening findings. https://aspe.hhs.gov/sites/default/files/documents/8228e700f6e369df9382ac8e0d3976c1/primary-prevention-convening-brief.pdf

Bell, L. A. (2016). Theoretical foundations for social justice education. In M. Adams, L. A. Bell, D.J. Goodman, & K. Y. Joshi (Eds.), Teaching for diversity and social justice (3rd ed., 3–26).Routledge.

Datta, R. (2018). Decolonizing both researcher and research and its effectiveness in Indigenous research. Research ethics, 14(2), 1–24. https://doi.org/10.1177/1747016117733296

Exec. Order No. 13985, 86 F.R. 7009 (2021). https://www.federalregister.gov/documents/2021/01/25/2021-01753/advancing-racialequity-and-support-for-underserved-communities-through-the-federal-government

Pharr, S. (2013). Reflections on liberation. In M. Adams, W. J. Blumenfeld, C. R. Castañeda, H. W. Hackman, M. L. Peters, & X. Zu’niga (Eds.), Readings for diversity and social justice (3rd ed., 594–601). Routledge.

Race Forward. (n.d.). What is racial equity? https://www.raceforward.org/about/what-is-racialequity-key-concepts

Substance Abuse and Mental Health Services Administration. (2014). SAMHSA’s concept of trauma and guidance for a trauma-informed approach. HHS Publication No. 14-4884. https://ncsacw.acf.hhs.gov/userfiles/files/SAMHSA_Trauma.pdf