ABSTRACT
This chapter extends the analysis of organisations in policy making. The unequal distribution of income, fringe benefits such as superannuation, security of employment, health and safety outcomes and access to careers are some of the indicators used to describe organisational inequality. Organisations are unequal but they are particularly unequal for women. Recognition of this additional dimension of inequality is essential to the understanding of policy making. Race and ethnicity are two further dimensions of organisational inequality that must be acknowledged in the study of policy making. Organisations such as missions, police and welfare institutions sought to control every aspect of the lives of Aboriginal people. In the case of non-English-speaking immigrants forming ethnic communities, their experience is closely linked to labour market policy, A strategic approach to policy development requires organisational understanding. Organisations tend to represent dominant interests and are an integral element in the creation of the structures of class, gender and race inequality.
