Economic inequality is one of the biggest problems facing people all over the world. The top 10% of earners receive 50-60% of the world's income and this pay gap is especially between the top organizational managers and other workers (Alvaredo et.al., 2018) Pay inequalities in organizations negatively affect employees' well being, job satisfaction and organizational identification (Filippi et.al, 20225). Meritocracy is the belief that success is based on abilities, skills, knowledge and performance, which can enhance fairness perceptions even in unequal settings (Cheng & Hambrick, 2005). This study aims to examine the effects of economic equality/inequality on organization support. It also aims to investigate the mediating role meritocracy in this relationship. Bimboola Paradigm is an experimental framework to simulate economic inequality and equality within organizational settings. This study utilized this manipulation. Data was collected from 180 university students and white color employees (40% females, Meanage= 38, Sdage= 3.48). Participants were randomly assigned to two experimental conditions: Economic Inequality and Economic Equality, following the Bimboola Paradigm. A mediation analysis was performed using Hayes' PROCESS macro (Model 4) to examine the indirect effects. There is a total effect of economic inequality on organizational support (b = -0.50, p < .01). Meritocracy was positively related to organizational support (b = 0.34, p < .01). When meritocracy is included as a mediator, the direct effect of economic inequality on organizational support decreases (b = -0.30, p < .05) indicating a significant partial mediation effect. These results indicate that meritocracy partially mediates the effect of economic inequality on organizational support. This research shows that the negative effect of economic inequality on employees' organizational support may be mitigated in fair and merit-based reward systems within the organizations.