Editing Job segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
1973<br>
United States
===== Definition ===== 

Job segregation refers to the practice of separating individuals into certain types of jobs based on their gender, race, age, or other protected characteristics. It is the result of discrimination and systemic biases in hiring practices and can contribute to unequal opportunities and treatment in the workplace.

Historically, women and minority groups have often been relegated to lower-paying and lower-status jobs, while men have dominated higher-paying and higher-status positions. The practice of job segregation can perpetuate stereotypes and reinforce inequalities, limiting the advancement and representation of certain groups in higher-level roles.

In many countries, laws and regulations have been established to combat job segregation and promote equal employment opportunities. These include laws like the Equal Pay Act, Title VII of the Civil Rights Act, and other antidiscrimination laws aimed at breaking down barriers and promoting diversity and inclusion in the workforce.

While progress has been made over the years, job segregation still persists in many industries and professions. Efforts to address this issue involve promoting diversity and inclusion in recruitment, providing equal opportunities for training and advancement, and challenging stereotypes and biases that contribute to job segregation.

Overall, job segregation is a detrimental practice that limits individual potential and hinders social progress. Creating inclusive workplaces where individuals of all backgrounds have equal opportunities for employment and advancement is crucial for creating a fair and equitable society.
==See also== 
==Related segregation forms==
Job segregation is frequently discussed in the literature with the following segregation forms: 

[[occupational segregation]], [[gender segregation]], [[sex segregation]], [[occupational gender segregation]], [[racial segregation]], [[social segregation]], [[black residential segregation]], [[black segregation]], [[residential segregation]], [[labor market segregation]], [[horizontal segregation]]
[[File:job_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}} 
==Job segregation appears in the following literature== 

Marshall R. (1963). Some factors influencing the upgrading of negroes in the southern petroleu \1 refining industry. ''Social Forces'', ''42''(2), 186-195. https://doi.org/10.1093/sf/42.2.186

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Reskin B.F. (1988). Bringing the men back in: Sex Differentiation and the Devaluation of Women's Work. ''Gender & Society'', ''2''(1), 58-81. https://doi.org/10.1177/089124388002001005

Hensman R. (1988). The gender divisions of labour in manufacturing industry   a case study in india. ''South Asia Research'', ''8''(2), 133-153. https://doi.org/10.1177/026272808800800203

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Hou J.W. (1991). Wage comparison by gender and the effect of job segregation: The case of Taiwan. ''China Economic Review'', ''2''(2), 195-214. https://doi.org/10.1016/1043-951X(91)90004-R

Morgan G., Knights D. (1991). Gendering jobs: Corporate strategy, managerial control and the dynamics of job segregation. ''Work Employment & Society'', ''5''(2), 181-200. https://doi.org/10.1177/0950017091005002003

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Huffman M.L., Cohen P.N. (2004). Racial Wage Inequality: Job Segregation and Devaluation Across U.S. Labor Markets. ''American Journal of Sociology'', ''109''(4), 902-936. https://doi.org/10.1086/378928

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DiTomaso N., Post C., Parks-Yancy R. (2007). Workforce diversity and inequality: Power, status, and numbers. ''Annual Review of Sociology'', ''33''(), 473-501. https://doi.org/10.1146/annurev.soc.33.040406.131805

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Ashcraft K.L. (2007). Appreciating the â€˜workâ€™ of discourse: Occupational identity and difference as organizing mechanisms in the case of commercial airline pilots. ''Discourse & Communication'', ''1''(1), 9-36. https://doi.org/10.1177/1750481307071982

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