Inequity in the Workplace, a Social Problem

A social problem is any circumstance or behavior with adverse consequences for many people, generally
identified as a situation or demeanor that needs to be addressed (University of Minnesota, 2016). Social
phenomena such as social inequality and social deviance significantly impact social problems such as
inequity in the workplace. Inequity in the workplace covers the whole spectrum of social inequality. It
can arise in the form of unequal pay, sexual harassment, and racism. Since social inequalities are based
on gender, age and race, people can experience inequity at work because of these factors anytime and
anywhere.

Social inequalities are studied in three aspects: inequalities of endowments, inequalities of treatment,
and inequalities of opportunity. These aspects of inequalities are evident in the issue of inequity in the
workplace. Endowment concerns the distribution of resources, assets, and capital. Treatment involves
social relations, especially social distance and exclusion, while opportunity discusses the issue of barriers
to social mobility (Pakulski, 2008). The distribution of resources, how people in the minority are treated,
and how institutions withhold opportunity from these people are all disparities if it is unavailable to
those of different gender, ages, and races.

Moreover, social deviance perpetuates inequity in the workplace on a micro-level by how a person
treats a coworker. Deviance comes from the individual, according to the theory of Durkheim about the
relationship between the individual and society (Robertson, 2014). Institutions could show deviance
when they are not showing impartiality. When the conduct of an individual or institution is based on
social class, gender or race, that is where the inequity comes in. In addition, ethnicity is one of the
factors that may influence rates of deviance (Robertson, 2014). Both employment and working
circumstances tend to be unequally distributed along the same social axes, such as social class, gender,
ethnicity, migration status, territory, and other factors. Underlying mechanisms are domination,
exploitation, and prejudice (Benach et al., 2010).

When inequity in the workplace is viewed through the lens of sociological imagination, there is a
relationship between individuals and society. No matter how individual we may think our background
and experiences are, they are highly influenced by tremendous social pressures, such as the political,
economic, and cultural aspects that position the social context in which individual experiences arise.
How social problems are defined relies upon the sociological standpoint from which they are analyzed
(Social Problems, 2006). When workplace inequity is viewed through conflict theory, we can infer that it
emanates from a power differential between social classes and groups. It is also described that societies
are not orderly systems developed to enable the balance of collectivity. Instead, society is a cluster of
diverse groups of people with distinct interests, which necessitate a toil for resources and dominion. It is
a perfect fit to see this social problem through conflict theory since these inequities arise due to
people's differences validating the necessity of people's struggle for resources and power. Even up to
this day, some people think that some ages, gender, and race are inferior to another that is why this
social problem continues to exist. The differences between social groups yield to a conflict when people
take pride in their influence and power. "Conflict theorists such as Ralph Dahrendorf believe that the
struggle for power is evident in society and thus the cause of social problems. However, the struggle is
less about economic imbalances and more about differentials of power and authority (Social Problems,
2006)." This social problem will keep going if there is no economic and political invention. As people
continue to seek power and influence, this social problem will continue to perpetuate and affect the
lives of many.

According to Long (2017), identifying the underlying problem is one of the first steps in resolving
inequity in the workplace. Once the problem is identified, it is easier to think of solutions to solve the
existing problems. First, there should be honest and open communication. Being able to communicate
openly with people in the workplace can create a safe atmosphere for all. Second, there should be clear
wage raises and promotions guidelines, which can eliminate pay and career growth discourse. In
addition, avoiding the perception of partiality and following company guidelines in managing all
employee problems can effectively diminish the number of protests and troubles encompassing inequity
in the workplace. Lastly, the institution's human resources and legal departments should handle serious
offenses, such as ethnically disparaging treatment or sexual harassment. Moreover, the government has
more power to resolve this problem through various interventions. There should be policies and orders
that protect the people who are experiencing inequity in the workplace. Job opportunities for these
people should be available where they can work safely without worrying about discrimination. There
should also sanction for the people or institutions who practice inequity in the workplace. The
government, private institutions, and individuals should cooperate to alleviate this social problem.

References:

University of Minnesota. (2016, March 25). 1.1 What Is a Social Problem? – Social Problems. Pressbooks.
Retrieved September 22, 2022, from https://open.lib.umn.edu/socialproblems/chapter/1-1-what-is-
a-social-problem/

Pakulski, J. (2008). Social equality and inequality. In L. R. Kurtz (Ed.), Encyclopedia of violence, peace and
conflict (2nd ed.). Elsevier Science & Technology. Credo Reference: https://lopes.idm.oclc.org/login?
url=https://search.credoreference.com/content/entry/estpeace/social_equality_and_inequality/0?
institutionId=5865

Robertson, J. L. (2014). Deviance. In J. S. Albanese, Wiley series of encyclopedias in criminology and

criminal justice: The encyclopedia of criminology and criminal justice. Wiley. Credo Reference:
https://lopes.idm.oclc.org/login?url=https://search.credoreference.com/content/entry/wileycacj/
deviance/0?institutionId=5865

Benach, J., Solar, O., Santana, V., Castedo, A., Chung, H., & Muntaner, C. (2010). A micro-level
model of Employment Relations and Health Inequalities. International Journal of Health Services,
40(2), 223–227. https://doi.org/10.2190/hs.40.2.d

Social Problems. (2006). In B. S. Turner (Ed.), Cambridge dictionary of sociology. Cambridge University
Press. Credo Reference: https://lopes.idm.oclc.org/login?
url=https://search.credoreference.com/content/entry/cupsoc/social_problems/0?institutionId=5865
Long, N. (2017, November 21). What Is an Inequity Resolution in the Workplace? Small Business -
Chron.Com. Retrieved September 22, 2022, from https://smallbusiness.chron.com/inequity-
resolution-workplace-37216.html