The paper provides background information on the concepts on inequality so as to critically review the policies implemented in this regard. Extensive literature review has been done on the theories of employment discrimination…
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This research aims to evaluate and present inequality in workplaces that has been observed as a global scenario. The level and seriousness of these inequalities are however dependant on specific cultural and social realties relating to the workplace. This resultantly forms inequality regimes within the organisation. These are basically organisational meanings, processes, actions and practices which lead to bias on the basis of gender, class or race. It has been observed that in due course of time organisations automatically tend to develop these kinds of regimes which are unequal with others at various aspects. In contemporary organisations in Europe and all across the globe, these inequality regimes are denoted generally by gaps in salaries, powers and respect. Kertesi & Kollo has reported that there was substantial growth in inequalities within the organisations in Central and Eastern Europe. It is interesting to note that these trends are observed in Europe even in organisations which work towards specific social causes. Ferree and Martin and Scott have provided evidences suggesting inequality regimes prevalent in egalitarian feminist organizations. This must be read together with the fact that the larger vision of these organisations are bringing in gender equality. This observation suggests the extent to which labour market is segmented inequality is prevalent in work environments and confirms the existence of labour market segmentation in Europe. ...
In contemporary organisations in Europe and all across the globe, these inequality regimes are denoted generally by gaps in salaries, powers and respect. Kertesi & Kollo (2000) has reported that there was substantial growth in inequalities within the organisations in Central and Eastern Europe. It is interesting to note that these trends are observed in Europe even in organisations which work towards specific social causes. Ferree and Martin (1995) and Scott (2000) have provided evidences suggesting inequality regimes prevalent in egalitarian feminist organizations. This must be read together with the fact that the larger vision of these organisations are bringing in gender equality. This observation suggests the extent to which labour market is segmented inequality is prevalent in work environments and confirms the existence of labour market segmentation in Europe. Acker (2006) has defined organisational inequality as “systematic disparities between participants in power and control over goals, resources, and outcomes; workplace decisions such as how to organize work; opportunities for promotion and interesting work; security in employment and benefits; pay and other monetary rewards; respect; and pleasures in work and work relations”. As mentioned earlier the extent of disparities in these factors will differ with organisations. It has been observed that out of these factors the most reported ones are inequality over goals and resources. Inequalities in organisations are both direct and indirect in nature. The direct implication of inequality is the formation of inequality regimes as mentioned before. It has been widely approved by researchers that on the job inequality does not constrain its causal roots to the behavioural traits of the employees.
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