Editing Gender employment segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
2012<br>
United States
===== Definition ===== 

Gender employment segregation refers to the unequal distribution of men and women across different industries or occupations. It is a phenomenon where men and women are concentrated in different types of jobs, often with men dominating in higher-paid and higher-status positions, while women are more prevalent in lower-paid and lower-status positions.

This segregation is the result of various factors, including societal expectations and stereotypes regarding suitable roles for men and women, as well as discrimination and bias in hiring and promotion practices. It is typically characterized by a "horizontal" segregation, where men and women are concentrated in different industries, and a "vertical" segregation, where men occupy higher-level positions within the same industry.

Gender employment segregation has significant implications for gender equality and economic opportunities. It contributes to the gender pay gap as jobs and industries dominated by men tend to offer higher salaries and benefits. It also limits career advancement and opportunities for women, as they are often excluded from traditionally male-dominated fields and face barriers to promotion within their own fields.

Efforts to reduce gender employment segregation include promoting equal access to education and training in all fields, challenging gender stereotypes and biases, implementing policies that support work-life balance and flexible work arrangements, and promoting diversity and inclusion in the workplace.
==See also== 
==Related segregation forms==
Gender employment segregation is frequently discussed in the literature with the following segregation forms: 

[[gender segregation]]
[[File:gender_employment_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}} 
==Gender employment segregation appears in the following literature== 

Stainback K., Tomaskovic-Devey D. (2012). Documenting desegregation: Racial and gender segregation in private sector employment since the civil rights act. ''Documenting Desegregation: Racial and Gender Segregation in Private-Sector Employment Since the Civil Rights Act'', 1-378. Russell Sage Foundation.https://doi.org/

Liu J. (2019). What does in work poverty mean for women: Comparing the gender employment segregation in Belgium and China. ''Sustainability (Switzerland)'', ''11''(20), -. MDPI.https://doi.org/10.3390/su11205725

Piłatowska M., Witkowska D. (2022). Gender Segregation at Work over Business Cycle Evidence from Selected EU Countries. ''Sustainability (Switzerland)'', ''14''(16), -. MDPI.https://doi.org/10.3390/su141610202