This perspective paper introduces the concept of Structural Inequality (SI). SI offers a new way of looking at organizational structures and systemic practices, which contribute to inequity and exclusion. SI can be a powerful intervention as diversity and inclusion becomes the driving force behind HR and EEO initiatives to create inclusive workplaces that are free from discrimination and other unlawful practices and responsive to all groups within the organization.
Structural Inequality (SI) exists in both society and organizations. It is generally understood to be bias that is built into organizational structures to the extent that certain groups will not have equal access or status with respect to rights, opportunities and attributes associated with equality and success within that structure. This perspective paper defines SI and gives specific examples within the United States.