Traditional workplace policies aimed at supporting work-life balance, career development, and organizational support have largely been designed with employees with children in mind. However, such family-centric approaches risk marginalizing the growing number of employees who are childfree by choice or who desire children in the future. These groups often remain underrepresented in both academic literature and organizational practice. This paper proposes a conceptual framework for rethinking workplace equity by integrating diverse family statuses and future aspirations into the analysis of fairness perceptions. Drawing on equity theory, we examine how three groups—parents, childfree employees by choice, and employees desiring children—differ in their experiences and expectations of fairness across three core domains: work-life balance, career progression, and perceived organizational support (POS). We introduce the concept of anticipatory fairness to capture how employees evaluate current policies not only based on present conditions but also in light of their anticipated future needs and life trajectories. The framework identifies hidden and often overlooked inequities in how support is distributed, how opportunities for career advancement are perceived, and how organizational inclusion is experienced by employees with differing family orientations. Based on this conceptual foundation, we propose three theoretical propositions and outline directions for future empirical research. Our model encourages organizations to move beyond binary categories of parenthood and to develop more inclusive policies that recognize the full diversity of employee identities. By embracing a broader and more dynamic understanding of equity, organizations can foster greater fairness, motivation, and retention across all employee groups, ultimately contributing to more inclusive and sustainable workplaces.