Inequality beneath the surface: a Belgian case study on structural discrimination in the workplace and the role of organizational structure, culture and policies

• Date: 26 February 2024
• Pages: 1130-1149
• DOI: https://doi.org/10.1108/EDI-09-2023-0295
• Published date: 26 February 2024
• Author: David De Coninck,Laure Verhulst

Inequality beneath the surface:

a Belgian case study on structural

discrimination in the workplace

and the role of organizational

structure, culture and policies

David De Coninck and Laure Verhulst

KU Leuven, Leuven, Belgium

Abstract

Purpose –The context of a long-standing research tradition, discrimination has emerged as a critical factor

contributing to inequalities within the labor market. While existing studies have primarily focused on overt

discrimination during the recruitment and selection process, influenced by biases, attitudes, or stereotypes,

there remains a significant knowledge gap regarding discrimination within the workplace and its underlying

structural dimensions. This article aims to address this gap by examining the impact of organizational culture,

structure and policies on workplace discrimination, with a particular emphasis on women and ethnic

minorities.

Design/methodology/approach –Utilizing a case study strategy centered around a Belgian branch of a

multinational professional service agency, data was gathered through ten semi-structured in-depth interviews

conducted with employees representing various organizational levels.

Findings –The findings reveal that organizational culture, structure and policies may pose inherent risks in

perpetuating discrimination throughout individuals’professional trajectories. Furthermore, it becomes

apparent that, albeit often unconscious, these elements exhibit biases against women and ethnic minorities.

Social implications –Given the unintentional nature of structural discrimination, it is crucial to foster

increased awareness and understanding of these dynamics.

Originality/value –The originality of this research article lies in its focus on addressing a critical knowledge

gap in the existing research tradition on discrimination in the labor market. While previous studies have

primarily concentrated on overt discrimination during recruitment and selection, this article delves into the

often overlooked area of discrimination within the workplace itself. It explores the intricate interplay of

organizational culture, structure and policies in perpetuating discrimination, particularly against women and

ethnic minorities. By utilizing a case study approach within a multinational professional service agency in

Belgium, the research uncovers hidden biases and unconscious elements contributing to structur al

discrimination. This emphasis on understanding unintentional discrimination adds a novel dimension to the

discourse on workplace inequalities.

Keywords Discrimination, Inequality, Workplace, Organizational structure, Organizational culture,

Organizational policies

Paper type Research paper

Introduction

Diversity and inclusion are important topics within organizations worldwide (Choi, 2017).

Companies recognize the need for diversity policies and a diverse workforce in today’s

multicultural and global society (Ohunakin et al., 2019). Consequently, there is a growing

EDI

43,7

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We would like to thank the collaborating organization for providing access to their staff for the

interviews. David De Coninck was supported by funding from the Research Foundation Flanders (FWO)

(No: 1219824N) (DeMiSo).

Both authors contributed equally to this article.

Ethical approval: The study was approved by the KU Leuven Social and Societal Ethics Committee

(case number (G-2023-6310-R2)).

Disclosure of interest: The authors declare no conflict of interest.

The current issue and full text archive of this journal is available on Emerald Insight at:

https://www.emerald.com/insight/2040-7149.htm

Received 4 September 2023

Revised 9 November 2023

Accepted 8 February 2024

Equality, Diversity and Inclusion:

An International Journal

Vol. 43 No. 7, 2024

pp. 1130-1149

© Emerald Publishing Limited

2040-7149

DOI 10.1108/EDI-09-2023-0295

focus on developing inclusive policies to promote diversity within organizations (Kabat-Farr

et al., 2020). Regulatory frameworks surrounding diversity, such as quota legislation which

mandates that each gender [1] should be represented by at least one-third in the board of

directors of publicly traded companies, also aim to increase gender diversity on boards of

directors (Institute for the Equality of Women and Men, 2016). However, discrimination

against women and ethnic minorities remains a significant issue in the workplace and society

(Kartolo and Kwantes, 2019;Wozniak and MacNeill, 2020). Data from the Belgian Interfederal

Centre for Equal Opportunities [UNIA] (2021) shows a rise in reports of discriminatory acts:

they received 10,610 reports of suspected discriminatory acts in 2021, an increase of 12%

compared to 2020. The same report (2021) indicates that a quarter of all cases pertain to work

and employment.

Numerous studies have shown differential treatment based on gender and ethnic minority

status in various countries and employment sectors (Baert, 2018;Verhaeghe and De Coninck,

2022). It is essential to comprehend these discriminatory practices as research has shown that

(perceived) discrimination has a negative impact on individuals’well-being (Hackett et al.,

2020) and socioeconomic status (i.e., through factors like lower wages and fewer promotion

opportunities) (Stamarski and Son Hing, 2015). A significant question in this context pertains

to motivations behind discriminatory practices in the labor market (Koopmans et al., 2019).

The most commonly proposed answer to this question posits that discrimination stems from

deliberate choices and actions by individuals (Small and Pager, 2020). However, numerous

researchers also recognize the existence of structural elements that perpetuate discrimination

(Lim et al., 2022;Small and Pager, 2020). This is what is understood in the literature as

structural discrimination. According to this perspective, unequal treatments are not solely

the result of individual actions but connected to the ways that society and its institutions are

structured (Small and Pager, 2020;Szanton et al., 2022). The significance of this structural

element associated with (employment) discrimination is often overlooked in current research.

In this study, we aim to investigate the link between organizational dimensions and the

perception of discrimination or unequal treatment in the workplace in a large organization in

Belgium. In doing so, we apply Acker’s(1990,2009) framework, adapting and extending its

relevance toa non-U.S. context. The landscapeof research on structural discrimination within

organizations in Belgium remain s notably underexplored. Whi le Belgium has seen

comprehensive studies addressing discrimination in realms such as recruitment and housing

markets (Baert, 2018;Lippens et al., 2022;Verhaeghe and De Coninck, 2022), there exists a

discernible gap when it comes to understanding the intricacies of structural discrimination

within organizational settings. The limited attention underscores the need for dedicated

investigations into how organizational dimensions contribute to the perception of

discrimination or unequal treatment in the workplace. By addressing this void in the

literature, our study aims to shed light on the unique dynamics at play within Belgian

organizations, contributing valuable insights to the broader discourse on workplace equality

and fosteringa nuanced understandingof the organizational contextin the Belgian landscape.

We will focus on three key organizational dimensions that have been identified as

potential contributors to structural discrimination: organizational structure, organizational

culture and organizational policies. To do so, we developed a case study of a multinational

professional service company th rough ten semi-structured in -depth interviews with

employees of this organization.

Sociological perspectives on discrimination

Discrimination in the labor market and organizational discrimination are two distinct

concepts that require clarification. Discrimination in the labor market focuses on unequal

treatment in the selection and recruitment process. Economics, psychology and sociology

Structural

discrimination

in the

workplace

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