This chapter ties together several moral strands under the notion of justice, where equals should be treated equally. It opens by pointing out certain facts, such as that the most likely predictor of success is parental wealth, that women earn only 86 percent of men’s income for comparable jobs, and that there are significant racial disparities at higher levels of management. The concepts of equity (merit), equality, and need are examined, as the basis for allocating resources and rewards. Libertarian views, which hold personal choice as the overriding principle, are explained and contrasted with egalitarianism which favors equal opportunities for all. Discrimination is defined in terms of power relations, and subsequently gender and racial discrimination is examined in detail, including the implications of implicit bias. Recent work in intersectionality, where individuals identify with multiple groups, is discussed as are Environmental, Social, and Governance (ESG) initiatives. Examples from Starbucks show the promise and difficulties in promoting equality in the workplace. The final case covers discrepancies in insurance rates and the moral jeopardy of categorizing aggregated data into groups.