Structural Inequality: Applications of an Old Theory to New Organizational Challenges

Structural Inequality: Applications of an Old Theory to New Organizational Challenges

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.

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Type:Trainer Resource
Learning Path:Diversity, Equity, Inclusion & Respect
Main Topic:Diversity Dynamics
Other Topics:Management, Inclusion & Equity, Respect, Culture Commitment
Competencies:Facilitating Change, Leading a Culturally Diverse Workforce, Transforming the Organization, Fostering Diversity, Inclusion and Equity
Suggested Industry Usage:Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government
Subject:Organizational Structure + D&I
Source Program:Stand Alone
Trainer Comments: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.

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