Editing Occupational age segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
1993<br>
United States
===== Definition ===== 

Occupational age segregation refers to the phenomena where individuals of different age groups are concentrated in different occupations or industries. It is the separation of age groups in terms of the types of jobs they hold.

There are several reasons for occupational age segregation. One reason is the different skill sets and experience levels that individuals accumulate over time. Younger workers may have fewer years of experience and may be more willing to learn new skills, making them more suitable for entry-level positions or industries with rapidly changing technology. On the other hand, older workers may have accumulated years of experience and specialized knowledge that make them valuable in managerial or senior positions.

Another reason for occupational age segregation is the preferences and priorities of different age groups. Younger workers may prioritize job flexibility, work-life balance, and opportunities for growth, while older workers may place more importance on stability, job security, and benefits. As a result, younger workers may be more likely to work in industries like technology or startups, while older workers may be more prevalent in industries like healthcare or finance.

Occupational age segregation can have both advantages and disadvantages. On the positive side, it can lead to a diverse workforce, where different age groups bring different perspectives and experiences to the table. It can also provide opportunities for mentorship and knowledge sharing between older and younger workers.

However, occupational age segregation can also lead to intergenerational conflicts and stereotypes. Younger workers may perceive older workers as resistant to change or technologically challenged, while older workers may view younger workers as lacking experience or dedication. These stereotypes can hinder collaboration and hinder the overall productivity of the workforce.

Addressing occupational age segregation requires promoting age diversity in the workplace and creating inclusive environments where individuals of all ages feel valued and respected. This can be achieved through mentorship programs, intergenerational team-building activities, flexible work arrangements, and training programs that address the specific needs and preferences of different age groups. By breaking down barriers and promoting collaboration across age groups, organizations can maximize the potential of their workforce and create a more inclusive work environment.
==See also== 
==Related segregation forms==
Occupational age segregation is frequently discussed in the literature with the following segregation forms: 

[[occupational sex segregation]], [[sex segregation]], [[occupational segregation]], [[age segregation]]
[[File:occupational_age_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}} 
==Occupational age segregation appears in the following literature== 

Brinton M.C., Ngo H.-Y. (1993). Age and sex in the occupational structure: A United States Japan comparison. ''Sociological Forum'', ''8''(1), 93-111. Kluwer Academic Publishers-Plenum Publishers.https://doi.org/10.1007/BF01112332

MacLean A. (2006). Age stratification at work: Trends in occupational age segregation in the United States, 1950 2000. ''Research in Social Stratification and Mobility'', ''24''(3), 299-310. JAI Press.https://doi.org/10.1016/j.rssm.2005.08.001