Talking about human resources, what is the difference between equity and equality?

Thank you for the question.I searched for it and found the following and I hope it is the right answer.

Employment equity is:

A program or set of activities designed to ensure an organization has equality for all its employees in areas of recruitment, hiring, remuneration, training, promotion and retention.

Employment equity is:

Equality is both a concept and an ideal that is a guaranteed right under The Charter of Rights and Freedoms. When the law guarantees equality, it guarantees the same law will be applied in the same way. The law also guarantees equal treatment. Legal guarantees of equality promise the law’s equal protection and benefit without discrimination.

Human values are to be equal irrespective of any thing, viz: sex, caste, creed, religion, nationality, etc..

In an organisation , human stake will vary and related compensation will vary on their inputs and achievements.

thanx fida,, it means there must be equal chances of growth, in sense of sex , nationality or colour in the career for every one.

what is the difference between equity and equality wrt HR?

Dear Fida A.A, I am not an expert on the subject, however here are my thoughts after gathering some knowledge on the matter

EQUITY The basic idea behind the Equity Theory is that workers, in an attempt to balance what they put in to their jobs and what they get from them, will unconsciously assign values to each of his various contributions.

In addition to their time, workers contribute their experience, their qualifications, and their capability in addition to their personal strengths such as acumen and ambition. Money, of course, is the primary motivating outcome for an employee, but it is not the only, and in some cases not even the most important, factor. Power and status are also prime motivators, as are flexibility, perquisites and variety. 

According to the Equity Theory, the most highly motivated employee is the one who perceives his/her rewards are equal to his contributions. If he feels that he/she is working and being rewarded at about the same rate as his/her peers, then he/she will judge that he/ she is being treated fairly.

This doesn’t mean that every manager should treat every employee identically, because every worker does not measure his contributions in the same way. For example, flexible working hours might motivate a working mother even more than a pay raise. Conversely, though an across-the-board wage increase may delight most employees, the highest producers may become less motivated if they perceive that they are not being rewarded for their ambition. Research on Equity Theory and employee motivation has shown that, in general, over-rewarded employees will produce more and of a higher quality than will under-rewarded, less motivated employees.

The equity theory of motivation is used to describe the relationship between the employees perception of how fairly is he/she  being treated and how hard he/she is motivated to work

equality

Generally, an ideal of uniformity in treatment or status by those in a position to affect either. Acknowledgment of the right to equality often must be coerced from the advantaged by the disadvantaged. Equality of opportunity was the founding creed of  societies in many developed countries, but equality among all peoples and between the sexes has proved easier to legislate than to achieve in practice. Social or religious inequality is deeply ingrained in some cultures and thus difficult to overcome.

The work places are no exception to this phenomenon. In enlightened organizations with a fully functioning HR department, they are consciously committed to developing, maintaining and supporting a culture of equality and diversity in employment in which staff are treated equitably, and where they can realise their potential whatever their age, race, colour, nationality, ethnic origin, creed, disability, sexual orientation, sex, gender identity, marital or civil partnership status, parental status, religion, belief or non-belief, social or economic class, employment status, or any other criteria that cannot be shown to be properly justifiable.

Equality of opportunity and inclusivity is fundamental to the vision and values of the organization’s Plan. The principles of equality and diversity have to be at the heart of any organization that seeks to keep its workforce motivated &  business battle ready and must ensure that they are supported by appropriate policies, procedures and good practice.

Organizations where the leadership, management are enlightened, modern  and alert shall see to it that HR is not just a lip service and are truly playing their role sincerely and professionally. Such an HR will ensure that  staff who believe they have not been treated equitably in accordance with the Equality and Diversity in Employment Policy, have the benefit of a written well thought out  policies &  procedure to seek redress.

I also appreciate what Mr. abdel Fattach ibrahim has opined. 

Equity involves trying to understand and give people what they need to enjoy full, healthy lives.

Equality aims to ensure that everyone gets the same things in order to enjoy full, healthy lives. But it can only work if everyone starts from the same place and needs the same things.

Equity vs. equality, Always controversial what to include. Equity is an elusive social goal which allows government to offer all type of justification when they fall short whereas Equality is a human right and therefore poses legal obligation. Equity is a subjective term that mean different things to different people whereas the term equality is measureable which can only be achieved when there is no existence of discrimination against men and women

Equity, is to understand and give people what they need to enjoy full, healthy lives.

Equality in contrast, aims to ensure that everyone gets the same things in order to enjoy full, healthy lives. Like equity

In my opinion 

Simply

PLC .. programable logic control , it's consists of many inputs ( switches, sensors,p.b .....ets )  and after programing CPU transferred output to  (Motors, Valves open/close....ets) 

LIMITED CONTRL

Plc it's the main part of both ( DCS&SCADA) for an example if you want connect that PLC with a monitor for controlling like motor start/stop or Valve open/close by the operator your system now is SCADA system SCADA means supervisory control and data acquisition and if you want to use more PLC's with more I/O with some monitors HMI's for controlling your system now transfered to DCS

 DCS special properties

DCSs use multi-tasking operating systems ,DCSs allow centralized configuration from the operator or engineering,DCSs have user-friendly configuration tools,DCSs allow graphical configuration

1_  Equity

it mean all kind of personal interests & personal needs  which we are already have now & available for everyone 

2_ Equality 

it mean treating everyone in the same way, mode & conduct but must be under roles ,lows  & humans rights