Donald Tomaskovic-Devey à l'OSC le 17/1/2014

Donald Tomaskovic-Devey à l'OSC le 17/1/2014

Relational Inequality: A Model for Within Workplace Inequality with an Application to Swedish Immigration
Séminaire scientifique de l'OSC
  • Donald Tomaskovic-Devey - OSC - january 17thDonald Tomaskovic-Devey - OSC - january 17th

Relational Inequality: A Model for Within Workplace Inequality with an Application to Swedish Immigration

Donald Tomaskovic-Devey, Professor of Sociology, University of Massachusetts, Amherst.

Vendredi 17 janvier 2014, de 09h30 à 11h, salle Annick Percheron, 98 rue de l'Université, Paris 7e

2 textes de l'auteur sont proposés pour préparer ce séminaire :
The author offers 2 papers for background on the talk:

We use relational inequality theorizing to propose a strategy for observing and explaining workplace variance in categorical inequality. Using economy wide Swedish employer-employee panel data, we implement that strategy through an examination of workplace wage inequalities between native Swedes and non-Western immigrants to Sweden. Relational in equality theory predicts substantial local heterogeneity in inequality regimes. We find that immigrant-native wage gaps vary dramatically across workplaces. In some workplaces immigrants actually have higher wages than native Swedes, even net of strong human capital controls. We also find that, net of observed and fixed effect controls for individual traits, workplace immigrant-native wage gaps decline with increased immigrant employment and managerial representation and expand when immigrants are occupationally segregated from natives.
These effects are stronger in high inequality workplaces and for white collar employees, organizational contexts in which we expect status based claims on organizational resources, the central causal mechanism identified by relational inequality theory, to be most robust. 

In this article I outline a dynamic, relational theory of workplace inequalities. I start by buildingon the basic argument offered by Charles Tilly in Durable Inequality (1998), that categorical distinctions such as gender or education are mapped, exaggerated and naturalized within organizational divisions of labor. This argument is attractive in the generality and simplicity of its causal account, yet fairly weak in specifying:
(1) core organizational processes;
(2) the microfoundations and interactions that generate inequalities, and;
(3) the potential of intersectional dynamics to disrupt the durability of categorical inequalities. I offer an integrated interactional organizational-institutional perspective on the relational processes that generate inequalities.


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