Female workplace segregation

Date and country of first publication

2009
United Kingdom

Definition

Female workplace segregation refers to the practice of dividing female employees into certain roles or departments within a company, often based on gender stereotypes or biases. This can perpetuate a culture of inequality and limit opportunities for women to advance in their careers.

Some common examples of female workplace segregation include:

1. Assigning women to administrative or support roles while men are given leadership or technical roles. 2. Creating separate teams or departments for women, such as "women's initiatives" or "diversity and inclusion groups." 3. Paying women less than men for the same work or assigning them lower-level projects. 4. Excluding women from decision-making processes or leadership positions within the company. 5. Implementing policies or practices that make it more difficult for women to balance work and family responsibilities, such as limited maternity leave or flexible work options.

Addressing female workplace segregation requires a commitment from companies to promote gender diversity and equality in all aspects of their organization. This can include implementing policies to ensure equal pay, providing leadership development opportunities for women, and challenging gender stereotypes within the workplace. Ultimately, creating a more inclusive and equitable work environment benefits all employees and can lead to better business outcomes.

Related segregation forms

Female workplace segregation is frequently discussed in the literature with the following segregation forms:

occupational female segregation

This visualization is based on the study The Multidisciplinary Landscape of Segregation Research.

For the complete network of interrelated segregation forms, please refer to:

• First year of publication

• Louvain clusters

• Betweenness centrality

• Disciplines in which segregation forms first emerged (Scopus database).

Female workplace segregation appears in the following literature

Mumford K., Smith P.N. (2009). What determines the part time and gender earnings gaps in Britain: Evidence from the workplace. Oxford Economic Papers, 61(SPEC. ISS.), i56-i75. https://doi.org/10.1093/oep/gpn041