Editing Employment occupational segregation (section)

===== Definition ===== 

Occupational segregation refers to the concentration of individuals from certain demographic groups in particular occupations or industries. Employment occupational segregation occurs when there is a disproportionate representation of certain social groups in different occupational categories.

This phenomenon can be seen in various forms, such as gender occupational segregation, racial/ethnic occupational segregation, and class occupational segregation. For instance, women tend to be overrepresented in occupations such as nursing, teaching, and administrative roles, while men are overrepresented in fields such as engineering, computer science, and manual labor. Similarly, certain racial or ethnic groups may be concentrated in specific occupations, often due to historical factors, discrimination, or cultural factors.

The consequences of employment occupational segregation can be detrimental, as it can contribute to inequality in terms of pay, job opportunities, and career advancement. It can limit individuals' choices and perpetuate stereotypes and biases. Additionally, occupational segregation can have implications for overall economic productivity and social cohesion.

Efforts to reduce employment occupational segregation include implementing policies promoting diversity and inclusion in the workforce, addressing discrimination in hiring practices, and providing equal access to education and training opportunities. Encouraging individuals to pursue occupations traditionally dominated by the other gender or racial/ethnic group and challenging stereotypes and biases are also important steps toward reducing employment occupational segregation.