In this article, I outline a dynamic, relational theory of workplace inequalities. I begin with the basic model offered by Charles Tilly in Durable Inequality that categorical distinctions, such as gender or education, are mapped, exaggerated, and naturalized within organizational divisions of labor. This argument is attractive in the generality and simplicity of its causal account, yet fairly weak in specifying (1) core organizational processes, (2) the micro-foundations and interactions that generate inequalities, and (3) the potential of intersectional dynamics to disrupt the durability of categorical inequalities. I offer an integrated interactional-organizational-institutional perspective on the relational processes that generate inequalities.
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