Inequality Regimes

Abstract

In this article, the author addresses two feminist issues: first, how to conceptualize intersectionality, the mutual reproduction of class, gender, and racial relations of inequality, and second, how to identify barriers to creating equality in work organizations. She develops one answer to both issues, suggesting the idea of “inequality regimes” as an analytic approach to understanding the creation of inequalities in work organizations. Inequality regimes are the interlocked practices and processes that result in continuing inequalities in all work organizations. Work organizations are critical locations for the investigation of the continuous creation of complex inequalities because much societal inequality originates in such organizations. Work organizations are also the target for many attempts to alter patterns of inequality: The study of change efforts and the oppositions they engender are often opportunities to observe frequently invisible aspects of the reproduction of inequalities. The concept of inequality regimes may be useful in analyzing organizational change projects to better understand why these projects so often fail and why they succeed when this occurs.

Behaviour-based Work-Family Conflict among Hungarian Manager Fathers

“…The pull of economic, social and symbolic power associated with male management reinforces an individual's commitment to, and engagement in business (Bowman, 2007). This is in accordance with the ideal employee definition of Joan Acker (2006;. The ideal employee is a worker who exists only for work and has no other claims.…”

Gender Aware Employer Branding: How to Become Authentic, Unique and Attractive

“…However, when considering labor as comprising both men and women, work life historically rests on a gender-blind perception of the actual work, which affects contemporary work situations (Holth, Jordansson, & Gonäs, 2012). Moreover, work is generally organized around the image of a white man with the privilege (or expectation) to be dedicated to the work and to being a good "breadwinner" (Acker, 2006). Women more often have to adjust to a labor market and a work life that has been shaped by these male prerequisites (Powell, 2009;Holth et al, 2012).…”

“…This construction is, however, not only related to sex since age, race, class, ethnicity, sexuality, and religion (diversity) also create expectations. Acker (2006) concludes: "… theory and research on inequality, dominance, and oppression must pay attention to the intersections of, at least, race/ethnicity, gender, and class." (p. 442).…”

Getting in and getting on in medical careers: how the rules of the game are gendered

“…Following in the tradition of Acker's (2006) work on inequality regimes, our work examines how gender imbalance in one occupation is framed very differently by stakeholders depending on whether it is males or females who are perceived to be under-represented. Our data explores how increasing feminization in the profession is explicitly labeled as a risk and threat yet masculinization is the unquestioned norm.…”