Editing Vertical job segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
1997<br>
United States
===== Definition ===== 

Vertical job segregation refers to the unequal distribution of job positions based on gender, with women being underrepresented in higher-level or managerial roles compared to men. In vertically segregated job sectors, women tend to be concentrated in lower-level positions and are less likely to advance to higher positions within the same organization or industry. This segregation can be attributed to various factors, including stereotypes and biases about women's abilities and leadership skills, lack of access to training and development opportunities, limited networking opportunities, and discrimination in hiring and promotion practices. Vertical job segregation is considered a form of gender inequality in the workplace and can limit women's career advancement and earning potential.
==See also== 
==References== 
==Notes== 
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==Vertical job segregation appears in the following literature== 

Hull R.P., Umansky P.H. (1997). An examination of gender stereotyping as an explanation for vertical job segregation in public accounting. ''Accounting, Organizations and Society'', ''22''(6), 507-528. Elsevier Ltd.https://doi.org/10.1016/S0361-3682(96)00028-1

Wong M.M.L. (1997). Women's employment status in two Japanese retail stores in Hong Kong. ''Women in Management Review'', ''12''(4), 150-157. https://doi.org/10.1108/09649429710171181

Junor A., Hampson I., Smith M. (2009). Valuing skills: Helping mainstream gender equity in the New Zealand State sector. ''Public Policy and Administration'', ''24''(2), 195-211. SAGE Publications Ltd.https://doi.org/10.1177/0952076708100879

Wilson F.M. (2017). Organizational Behaviour and Gender. ''Organizational Behaviour and Gender'', 1-254. Taylor and Francis.https://doi.org/10.4324/9781315247557