Editing Organizational segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
2007<br>
Germany
===== Definition ===== 

Organizational segregation refers to the practice of separating people within an organization based on certain characteristics such as race, gender, age, or job position. This separation can occur in various aspects of the organization, including work assignments, social groups, decision-making processes, and promotions.

Organizational segregation can have negative effects on individuals and the overall organization. It can contribute to a lack of diversity, inclusion, and equal opportunities. For example, if certain groups are consistently assigned lower-level tasks or excluded from decision-making processes, they may face limited opportunities for advancement and growth within the organization. This segregation can also create a sense of isolation, exclusion, and unfair treatment among individuals who are part of marginalized groups.

To combat organizational segregation, it is important for organizations to adopt inclusive practices and policies that promote diversity, equal opportunities, and equitable treatment for all employees. This can include implementing diversity and inclusion training programs, providing mentorship and sponsorship opportunities, establishing diversity and inclusion councils, and ensuring that decision-making processes are transparent and free from biases.

Addressing organizational segregation requires a collective effort from all members of the organization, including leadership, management, and employees. By actively working towards creating an inclusive and equitable environment, organizations can benefit from diverse perspectives, increased innovation, improved employee satisfaction, and a stronger overall performance.
===== Synonyms ===== 
The following terms are synonymous with organizational segregation:

organisational segregation.

References and literature addressing this segregation form under these synonymous terms can be found below.
==See also== 
==Related segregation forms==
Organizational segregation is frequently discussed in the literature with the following segregation forms: 

[[social segregation]], [[occupational segregation]], [[gender segregation]], [[religious organizational segregation]], [[religious segregation]]
[[File:organizational_segregation.png|780x780px]]

This visualization is based on the study [[Segregation_Wiki:About| The Multidisciplinary Landscape of Segregation Research]]. 

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

* [https://tinyurl.com/2235lkhw First year of publication] 

* [https://tinyurl.com/2d8wg5n3 Louvain clusters] 

* [https://tinyurl.com/223udk5r Betweenness centrality] 

* [https://tinyurl.com/244d8unz Disciplines in which segregation forms first emerged (Scopus database).] 
==References== 
==Notes== 
<references /> 
{{NoteAI}} 
==Organizational segregation appears in the following literature== 

Ruiz Ben E. (2007). Defining expertise in software development while doing gender. ''Gender, Work and Organization'', ''14''(4), 312-332. https://doi.org/10.1111/j.1468-0432.2007.00346.x

Martell R.F., Emrich C.G., Robison-Cox J. (2012). From bias to exclusion: A multilevel emergent theory of gender segregation in organizations. ''Research in Organizational Behavior'', ''32''(), 137-162. JAI Press.https://doi.org/10.1016/j.riob.2012.10.001

Wallace J.E., Kay F.M. (2012). Tokenism, organizational segregation, and coworker relations in law firms. ''Social Problems'', ''59''(3), 389-410. https://doi.org/10.1525/sp.2012.59.3.389

Tourunen J., Weckroth A., Kaskela T. (2012). Prisonbased drug treatment in Finland: History, shifts in policy making and current status. ''NAD Nordic Studies on Alcohol and Drugs'', ''29''(6), 575-588. https://doi.org/10.2478/v10199-012-0048-1

Porter J.R., Capellan J. (2014). The ties that bind: Linking religious organizational segregation to the individual level closure of close friendship network's. ''International Journal of Intercultural Relations'', ''41''(), 32-44. Elsevier Ltd.https://doi.org/10.1016/j.ijintrel.2014.06.003

Porter J.R., Capellan J. (2014). The ties that bind: Linking religious organizational segregation to the individual level closure of close friendship network's. ''International Journal of Intercultural Relations'', ''41''(), 32-44. Elsevier Ltd.https://doi.org/10.1016/j.ijintrel.2014.06.003