Editing Organizational sex segregation

===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>===== 
2005<br>
Sweden
===== Definition ===== 

Organizational sex segregation refers to the phenomenon where individuals of different sexes are disproportionately represented in different roles or positions within an organization. This can include gender-based differences in job roles, occupational fields, promotional opportunities, and overall representation within certain industries or organizations. 

Historically, women have faced significant barriers and discrimination in accessing certain roles or achieving top positions within organizations, resulting in organizational sex segregation. This can be due to various factors, including bias and stereotypes, lack of equal opportunities, and societal expectations of gender roles.

Organizational sex segregation can have several negative implications. It perpetuates gender inequalities in the workplace, limits career advancement opportunities for certain individuals, and contributes to the gender pay gap. It can also lead to a lack of diversity and the creation of workplace cultures that are not inclusive and representative of the wider society.

Many organizations have recognized the importance of addressing organizational sex segregation and promoting gender equality. Efforts have been made to implement diversity and inclusion initiatives, promote equal opportunities, and challenge gender stereotypes and biases. However, there is still work to be done to achieve true gender equality and reduce organizational sex segregation in many industries and organizations.
==See also== 
==Related segregation forms==
Organizational sex segregation is frequently discussed in the literature with the following segregation forms: 

[[sex segregation]]
[[File:organizational_sex_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}} 
==Organizational sex segregation appears in the following literature== 

Bygren M., Kumlin J. (2005). Mechanisms of organizational sex segregation: Organizational characteristics and the sex of newly recruited employees. ''Work and Occupations'', ''32''(1), 39-65. https://doi.org/10.1177/0730888404265771

Sappleton N., Takruri-Rizk H. (2008). The gender subtext of science, engineering, and technology (set) organizations: A review and critique. ''Women's Studies'', ''37''(3), 284-316. https://doi.org/10.1080/00497870801917242