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Inequality and Stratification
(Ch. 12-13)
Dr. John Bradford
Outline
I. Inequality within the US
II. Global Inequality
III. The importance of Equality
IV. Theories of Stratification
INEQUALITY IN THE US
30.0
32.9
35.7
38.6
41.4
44.3
47.1
50.0
1970 1980 1990 2000 2010
Percentage of Total Income Earned by the Top 10 Percent
United States (1970-2009)
Year
Percentage
Income Inequality within the US
Bradford mvsu stratification and inequality 2013
CEO and Worker Pay
CEOs' pay as a multiple of the average worker's pay, 1960-2007
Source: Domhoff 2011
Bradford mvsu stratification and inequality 2013
Wealth and Financial Wealth Distribution 2007
Source: Domhoff 2011
Social Mobility
Bradford mvsu stratification and inequality 2013
Bradford mvsu stratification and inequality 2013
Bradford mvsu stratification and inequality 2013
Bradford mvsu stratification and inequality 2013
Bradford mvsu stratification and inequality 2013
GLOBAL POVERTY AND INEQUALITY
Global Poverty
• World Bank defines two distinct sub-categories:
1. World poverty, in which people live on less than
$365 per year
2. Extreme poverty, in which individuals live on less
than $275 per year.
• 600 million people estimated to live in extreme
poverty
Global Poverty: long-term trends
People living on less than $1 per day (millions)
1820-2000
Distribution of Global Poverty: 1970
http://www.gapminder.org/downloads/human-development-trends-2005/
Distribution of Global Poverty: 1970
http://www.gapminder.org/downloads/human-development-trends-2005/
Distribution of Global Poverty: 2000
http://www.gapminder.org/downloads/human-development-trends-2005/
Inequality within countries
Causes of Global Mortality
2/6/11
Life expectancy vs. GDP per person
2010
Map of World Happiness
Note: The happiest country on earth is Denmark!
III. WHY EQUALITY MATTERS
Inequality and Health
Inequality and Mental Health
Inequality and Drug Abuse
Inequality and Education
Inequality and Imprisonment
Inequality and Obesity
Inequality and Social Mobility
Inequality and Trust and Community Life
Inequality and Violence
Inequality and Child Well-Being
IV. THEORIES OF STRATIFICATION
Social Stratification
• Social Stratification = a social
hierarchy, or evaluation-
ranking-reward system.
– In a hierarchy, those at the top
are not just different, they are
considered better or superior.
– The definition of ‘better’
depends on the criterion of
evaluation:
Braver, Smarter, Stronger, Purer…
Social Stratification
• Social Stratification =
– In nearly all societies, people are
evaluated on the basis of some
characteristic and placed into
higher or lower-ranking groups.
– Actors are sorted into social
positions that carry unequal
rewards, obligations, and
expectations
How does inequality arise in class-
based societies?
Two possible explanations:
1. Individualist, or Market framework
– Hierarchies are emergent ( = unintended).
– Inequality of individuals’ effort or talent lead to inequality of
status positions (income, power, prestige, etc.)
– Higher ‘rewards’ for some individuals are both i) compensation
for their effort, and ii) incentives to elicit that effort
2. ‘Structural’ framework = ‘Rich Get Richer’
– Hierarchies are enacted (= imposed)
– Differences in outcomes (status) not due to intrinsic individual
attributes, but to the social positions they occupy.
How does inequality arise in class-
based societies?
Structural, or ‘Rich get richer’ framework:
– Hierarchies are emergent, (i.e.
unintended, spontaneous) but resulting inequalities
don’t reflect the efforts or talents of the individuals.
– People in higher-ranking groups receive
disproportionally more rewards, and those in lower-
ranking groups disproportionally fewer rewards,
– In other words, differences in social rewards are far
greater than the differences in ‘talent’ upon which
these rewards are ostensibly based.
‘Rich get richer’
• Even assuming perfect equality of opportunity, and
assuming everyone desires to live in a society where social
rewards are based on one’s talents and/or hard work, we
should not expect that the differences in the social rewards
received will be proportional to the differences in the
talents/efforts of the individuals!
• Those with a little more ‘talent’ get disproportionately
more rewards, far more than they ‘deserve’, even
assuming perfect equality of opportunity!
Lots of talentNo talent
Differences in talent
Differences in social
rewards
‘Rich get richer’
• Do these people have talent?
(acting
skill, charisma, beauty, etc.)
• If so, is the above-average
wealth and fame they receive
proportional to their above-
average talents?
• Why are these people wealthy
and famous and not you!?
‘Rich get richer’
How it works:
• Our evaluations of others are socially influenced: People pay
attention to how everyone else is being evaluated by everyone
else.
• This amplifies underlying differences between individuals and
makes the rewards allotted to them disproportional to their
talents and/or efforts.
– Examples:
i. People who are popular tend to attract more attention than
non-popular people. Why? Because they are already popular!
ii. Children with a reputation for being ‘bad’ are more likely to get
in trouble compared to a ‘good’ kid, for doing the same things.
iii. Some journal articles get cited way more than others, simply
because they are more frequently cited.
‘Rich get richer’
(Summary)
• The ‘rich get richer’ effect is also known as:
winner-take-all effects, cascade
effects, popularity tournaments, the
Matthew effect, and preferential attachment.
• These are all examples of positive (reinforcing)
feedback.
• Conclusion: even if there was total equality of
opportunity, and everyone had identical
talents, you should still expect hierarchies in
class-based societies!
Michels’ Iron Law of Oligarchy
• German sociologist Robert Michels
claimed in his 1911 book Political
Parties that “rule by an elite or
"oligarchy" is inevitable, an “iron
law” within any organization.
• Democracy is a façade legitimizing
the rule of a particular elite, and
oligarchy is inevitable.
• Why? Large organizations require
bureaucracies in order to function
effectively; bureaucracy entails
centralization, and centralization
means that power will end up in
the hands of the few.

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Bradford mvsu stratification and inequality 2013

  • 1. Inequality and Stratification (Ch. 12-13) Dr. John Bradford
  • 2. Outline I. Inequality within the US II. Global Inequality III. The importance of Equality IV. Theories of Stratification
  • 4. 30.0 32.9 35.7 38.6 41.4 44.3 47.1 50.0 1970 1980 1990 2000 2010 Percentage of Total Income Earned by the Top 10 Percent United States (1970-2009) Year Percentage Income Inequality within the US
  • 6. CEO and Worker Pay CEOs' pay as a multiple of the average worker's pay, 1960-2007 Source: Domhoff 2011
  • 8. Wealth and Financial Wealth Distribution 2007 Source: Domhoff 2011
  • 15. GLOBAL POVERTY AND INEQUALITY
  • 16. Global Poverty • World Bank defines two distinct sub-categories: 1. World poverty, in which people live on less than $365 per year 2. Extreme poverty, in which individuals live on less than $275 per year. • 600 million people estimated to live in extreme poverty
  • 17. Global Poverty: long-term trends People living on less than $1 per day (millions) 1820-2000
  • 18. Distribution of Global Poverty: 1970 http://www.gapminder.org/downloads/human-development-trends-2005/
  • 19. Distribution of Global Poverty: 1970 http://www.gapminder.org/downloads/human-development-trends-2005/
  • 20. Distribution of Global Poverty: 2000 http://www.gapminder.org/downloads/human-development-trends-2005/
  • 22. Causes of Global Mortality 2/6/11
  • 23. Life expectancy vs. GDP per person 2010
  • 24. Map of World Happiness Note: The happiest country on earth is Denmark!
  • 25. III. WHY EQUALITY MATTERS
  • 33. Inequality and Trust and Community Life
  • 35. Inequality and Child Well-Being
  • 36. IV. THEORIES OF STRATIFICATION
  • 37. Social Stratification • Social Stratification = a social hierarchy, or evaluation- ranking-reward system. – In a hierarchy, those at the top are not just different, they are considered better or superior. – The definition of ‘better’ depends on the criterion of evaluation: Braver, Smarter, Stronger, Purer…
  • 38. Social Stratification • Social Stratification = – In nearly all societies, people are evaluated on the basis of some characteristic and placed into higher or lower-ranking groups. – Actors are sorted into social positions that carry unequal rewards, obligations, and expectations
  • 39. How does inequality arise in class- based societies? Two possible explanations: 1. Individualist, or Market framework – Hierarchies are emergent ( = unintended). – Inequality of individuals’ effort or talent lead to inequality of status positions (income, power, prestige, etc.) – Higher ‘rewards’ for some individuals are both i) compensation for their effort, and ii) incentives to elicit that effort 2. ‘Structural’ framework = ‘Rich Get Richer’ – Hierarchies are enacted (= imposed) – Differences in outcomes (status) not due to intrinsic individual attributes, but to the social positions they occupy.
  • 40. How does inequality arise in class- based societies? Structural, or ‘Rich get richer’ framework: – Hierarchies are emergent, (i.e. unintended, spontaneous) but resulting inequalities don’t reflect the efforts or talents of the individuals. – People in higher-ranking groups receive disproportionally more rewards, and those in lower- ranking groups disproportionally fewer rewards, – In other words, differences in social rewards are far greater than the differences in ‘talent’ upon which these rewards are ostensibly based.
  • 41. ‘Rich get richer’ • Even assuming perfect equality of opportunity, and assuming everyone desires to live in a society where social rewards are based on one’s talents and/or hard work, we should not expect that the differences in the social rewards received will be proportional to the differences in the talents/efforts of the individuals! • Those with a little more ‘talent’ get disproportionately more rewards, far more than they ‘deserve’, even assuming perfect equality of opportunity! Lots of talentNo talent Differences in talent Differences in social rewards
  • 42. ‘Rich get richer’ • Do these people have talent? (acting skill, charisma, beauty, etc.) • If so, is the above-average wealth and fame they receive proportional to their above- average talents? • Why are these people wealthy and famous and not you!?
  • 43. ‘Rich get richer’ How it works: • Our evaluations of others are socially influenced: People pay attention to how everyone else is being evaluated by everyone else. • This amplifies underlying differences between individuals and makes the rewards allotted to them disproportional to their talents and/or efforts. – Examples: i. People who are popular tend to attract more attention than non-popular people. Why? Because they are already popular! ii. Children with a reputation for being ‘bad’ are more likely to get in trouble compared to a ‘good’ kid, for doing the same things. iii. Some journal articles get cited way more than others, simply because they are more frequently cited.
  • 44. ‘Rich get richer’ (Summary) • The ‘rich get richer’ effect is also known as: winner-take-all effects, cascade effects, popularity tournaments, the Matthew effect, and preferential attachment. • These are all examples of positive (reinforcing) feedback. • Conclusion: even if there was total equality of opportunity, and everyone had identical talents, you should still expect hierarchies in class-based societies!
  • 45. Michels’ Iron Law of Oligarchy • German sociologist Robert Michels claimed in his 1911 book Political Parties that “rule by an elite or "oligarchy" is inevitable, an “iron law” within any organization. • Democracy is a façade legitimizing the rule of a particular elite, and oligarchy is inevitable. • Why? Large organizations require bureaucracies in order to function effectively; bureaucracy entails centralization, and centralization means that power will end up in the hands of the few.

Hinweis der Redaktion

  1. Source: World Bank (2002) from Kaplinsky (2002: 31)
  2. How is ‘happiness’ measured? Life satisfaction is typically measured with the following question:All things considered, how satisfied are you with your life as a whole these days?
  3. In the image above, the black vertical lines represent the difference in actual ‘talent’ for each individual. The red lines represent the differences in talent as reflected by the amount of social ‘rewards’ each receives. ‘Talent’ here means any salient characteristics of an individual, i.e. anything that society deems to be important or valuable. The point is that small differences are amplified and made larger so that small differences among individuals become large differences in the social rewards each receives. The ‘rewards’ here could be money, power, prestige, etc.
  4. (Note: this does not mean that all types of inequality are inevitable! We should expect this result in the absence of policies to counteract it.)