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Theorizing Inter-Organizational Inequality – Conceptual Suggestions to Overcome a Blind Spot

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Theorizing inter-organizational inequality – Conceptual suggestions to overcome a blind spot

Organizations form and are embedded in differently structured institutional fields (DiMaggio/Powell 1991, Scott 2008) which embody certain structures of relational positions (Powell et al 2005), i.e. structures of inequality sui generis. Organizational hierarchies, positions in organizational networks, or organizational status do have an impact on, say, the capacities of organizations to engage in institutional work successfully, their internal promotion system, or more generally their ability to affect their own chances as well as chances in the lives of individuals for good or worse. If it is true that individual outcomes depend on organizational structures and those structures are strongly influenced by the social context they are embedded in, that implies not only to treat certain individual outcomes as dependent on organizational factors but ultimately as a function of the relational and relative position organizations find themselves in. Social inequality must therefore be understood and analytically fashioned as a multilevel-phenomenon.

Despite that, inter-organizational inequality has been neglected in the study of social inequality and stratification. Studies that reproduce this blind spot firstly may overlook to mechanisms and their underlying institutions that may seriously interfere with the predominant models of ascriptive, variable-centered analysis, secondly they lose track of important processes which cause social inequality in modern societies, and thirdly they under-theorize the social world. As Levy argues: “What we need is an enlargement of our theoretical reflections to encompass all relevant levels of social organization” (Levy 2002: 209).
The usage of scientific perspectives and concepts for social structures not only describes but

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