equitableness | Campus Safe Words

TERM: equitableness
RISK LEVEL: extreme

Definition

“Equitableness” refers to the quality or state of being fair or just, often implying tailored treatment based on individual or group needs rather than equal treatment for all. In higher education, it occasionally appears in strategic documents, accreditation language, or philosophical discussions about fairness in institutional decision-making, though it is less commonly used than “equity” or “equitable.”

Why It’s Risky

Though rare in general use, “equitableness” inherits the full political and legal risk associated with broader equity terminology. Under state laws such as Florida’s Stop W.O.K.E. Act and Texas Senate Bill 17, and Executive Order 14173 at the federal level, any language that suggests individuals should be treated differently based on identity characteristics is subject to intense scrutiny. In this climate, “equitableness” is likely to be viewed as signaling an ideological preference for outcome-based justice over equal treatment under the law. Its use in mission statements, hiring criteria, strategic goals, or policy language may raise compliance concerns and invite reputational or legal challenges in conservative-led states or federally funded programs.

Common Critiques

Critics argue that “equitableness,” like “equity,” introduces subjectivity into institutional processes and creates space for unequal treatment based on demographic categories. In legislative hearings and policy debates, the term is associated with race-conscious or gender-conscious decision-making frameworks that many lawmakers view as unconstitutional or ideologically biased. While its use may be less visible than other equity terms, “equitableness” still signals alignment with a broader conceptual shift from equal opportunity to social engineering. In states that have banned DEI offices or prohibited identity-based mandates, the term may be interpreted as evidence of noncompliance or mission drift. Opponents contend that fairness must be achieved through consistent standards and impartial processes—not through discretionary adjustments that could advantage or disadvantage individuals based on group identity.

Suggested Substitutes

Fairness (in general institutional values or conduct standards)
Impartiality (in evaluation, disciplinary, or HR procedures)
Consistency in application (in policy or grading language)
Equal opportunity (in legal compliance or hiring materials)
Supportive learning environment (in student services or academic resources)

These alternatives emphasize lawful, outcome-neutral principles of fairness and integrity.

When It May Still Be Appropriate

“Equitableness” may be appropriate in legal theory, ethics courses, or philosophical discussions where the term is carefully defined and contextually examined. It may also appear in historical citations or legacy accreditation language. In operational or strategic documents, particularly in states with anti-DEI mandates or federal oversight, substitute terms are strongly recommended.

NOTES: Avoid using “equitableness” in policy, planning, or hiring language unless required by academic discipline. Focus on fairness, transparency, and equal treatment to align with current legislative and executive expectations. Refrain from pairing the term with identity-conscious goals or DEI frameworks unless clearly justified by law or scholarship.