Inequality in organizations: stereotyping, discrimination, and labor law exclusions

The purpose of this article is to highlight inequalities created and sustained through gendered, raced, and classed organizational processes and practices using Joan Acker's work as a lens for perceiving the mechanisms that support such practices. It aims to use home health aide work as an example of how US labor laws and court decisions create and support disadvantages for workers who are largely economically‐disadvantaged and often women of color.

The article considers processes of inequality based on demographic characteristics and the resulting stereotyping, discrimination, and gender, race, and class inequalities.

The article finds that multiple intersecting processes of inequality exist in organizations, manifested in practices of stereotyping and discrimination for some job applicants and workers and advantageous positioning for certain others.

Future research should more specifically consider the effects of multiple processes of inequality on individuals' organizational experiences and the intersections of gender, race, and class (as well as other markers such as ethnicity, sexual orientation, and disability) in organizational practices.

Managers and human resources practitioners should be aware of the effects of processes related to the intersectionality of gender, race, and class and work to eliminate resulting stereotyping and other discriminatory organizational practices linked to these processes in their organizations.

Identification of processes of inequality resulting in stereotyping and discrimination may help reduce them, thus increasing opportunities for work, wages, and benefits, and reducing poverty for members of the most devalued groups.

This research contributes to the literature on the intersecting nature of gender, race, and class‐based inequalities and on human resources decision making in organizations.