Relative Deprivation Theory

Since you found out a new position was opening up at your company a few months ago, you decided to up your game by taking on more initiative, staying at the office late, and contributing fresh ideas in meetings. Initially, you were confident that your efforts would help you snag the promotion, so when your coworker got it instead, you were just confused… not to mention a little frustrated. To make matters worse, over the next couple of weeks, you notice your coworker has a fancy new office and is invited to leadership meetings that you aren't. 

A select few people in your position might be able to brush this off, telling themselves, Hey, maybe next quarter, it’ll be my time to shine. But for most, this kind of setback can trigger a shift in attitude and a steep drop in job satisfaction. Tasks you used to enjoy now feel burdensome, and you might even start questioning whether it’s worth staying at the company at all.

Hold on, what changed? Not your title, not your salary, but your perception. In other words, you’ve been relatively deprived. Even though your conditions stayed the same, you now interpret the differences between yourself and your point of reference as unfair—especially because that person is someone close to you with similar qualifications and experiences.

According to relative deprivation theory (RDT), simply perceiving our situation as unjust or unfair can be just as important (or even more important) than our actual conditions. Understanding the tendency of humans to compare themselves to others can help explain why, even if someone has enough resources to live comfortably, they still may feel resentful if they believe others are better off, for no good reason. 

Relative deprivation theory is relevant beyond job promotions; it can help explain systematic instances of dissatisfaction in healthcare where disparities in access fuel frustration,  or on a smaller scale, lifestyle contexts when people are envious of others' relationships or vacations. Although RDT is rooted in perception rather than reality, perceived inequity can reflect actual inequity; therefore, it's essential to make this distinction when applying the RDT framework. Someone belonging to a marginalized group might perceive themselves as worse off because they actually are, whereas someone who is jealous of their neighbor's luxury car may feel deprived, despite no meaningful difference in overall well-being or financial security.

This theory helps explain how perceived inequality can spark drastically different responses depending on whether the deprivation is felt at an individual level or shared collectively. The opening example of RDT—a coworker receiving a promotion you feel you deserved—is an instance of egoistic deprivation, where an individual perceives personal disadvantage in comparison to others. This form of deprivation has been associated with deviant behavior like crime, substance abuse, or antisocial attitudes, in reaction to the perceived inequality. On the other hand, when deprivation is experienced at a collective level, what is known as fraternalistic deprivation, it can be a catalyst for social movements, like civil rights protests and labor strikes. But regardless of whether the deprivation is fraternalistic or egoistic, both outcomes can emerge simultaneously within different segments of the population. Ultimately, our behavior is dependent on the interplay of our environment, personal experiences, and disposition.