Managerial gender segregation: Difference between revisions

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====== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>======  
===== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>=====  
2021<br>
2021<br>
New zealand
New Zealand;  United States
====== Definition ======
===== Definition =====  
{{NoteAI}}
 
Nonmanagerial gender segregation refers to the unequal distribution of men and women in nonmanagerial roles within the workforce, where men and women are concentrated in different types of jobs or industries. This segregation often results in distinct patterns of employment based on gender, which can lead to disparities in pay, career advancement opportunities, and job satisfaction. Key aspects of nonmanagerial gender segregation include:
 
1. Occupational Segregation: Men and women are often found in different types of jobs. For example, women may be overrepresented in roles such as nursing, teaching, and administrative support, while men may be more common in roles such as construction, engineering, and technical jobs.
 
2. Industry Segregation: Certain industries tend to have higher concentrations of one gender. For instance, healthcare, education, and social services often have a higher proportion of female employees, while industries like manufacturing, technology, and transportation are typically male-dominated.
 
3. Vertical Segregation: Within the same occupation or industry, men and women may hold different levels of positions. Even in nonmanagerial roles, men might be more likely to occupy higher-paying or more technical positions, while women might be found in roles perceived as less skilled or lower-paying.
 
4. Wage Disparities: Nonmanagerial gender segregation contributes to the gender pay gap, as jobs predominantly held by women tend to pay less than those predominantly held by men. This wage disparity persists even when accounting for factors such as education, experience, and job responsibilities.
 
5. Job Quality and Conditions: The quality of jobs and working conditions can vary significantly between male- and female-dominated roles. Women may be more likely to work in part-time positions, temporary jobs, or roles with fewer benefits and less job security compared to their male counterparts.


Managerial gender segregation refers to the unequal distribution of men and women in managerial positions within an organization. This phenomenon is characterized by the underrepresentation of women in top-level, decision-making roles, with men being typically overrepresented in these positions.  
6. Cultural and Social Norms: Societal expectations and cultural norms play a significant role in shaping nonmanagerial gender segregation. Traditional gender roles and stereotypes can influence career choices, educational paths, and the types of jobs deemed appropriate for men and women.


There are several factors that contribute to managerial gender segregation. One major factor is gender stereotypes and biases, which can lead to the perception that men are more suited for leadership and managerial roles, while women are seen as better suited for support or caretaking roles. These biases can influence hiring and promotion decisions, perpetuating the imbalance.
7. Barriers to Entry and Advancement: Women may face various barriers to entering certain nonmanagerial roles or industries, such as discrimination, lack of mentorship, or insufficient training opportunities. These barriers can also hinder their advancement within their chosen fields.


Another factor is the lack of support for women in career advancement, such as limited access to mentorship and networking opportunities, as well as the "glass ceiling" effect, which refers to the invisible barriers that prevent women from advancing to top leadership positions. There may also be cultural barriers or organizational norms that favor men and hinder women's progress in managerial roles.
8. Impact on Economic Equity: Nonmanagerial gender segregation contributes to broader economic inequalities between men and women. It limits women's economic opportunities and earning potential, impacting their financial independence and overall economic security.


The consequences of managerial gender segregation are far-reaching. It perpetuates gender inequality, limits diversity of perspectives and ideas within decision-making processes, and hinders organizational performance and growth. Moreover, it can have a negative impact on job satisfaction and morale among female employees, leading to lower retention rates and higher turnover.
9. Examples: Examples of nonmanagerial gender segregation include the predominance of women in caregiving professions like nursing and early childhood education, and the predominance of men in skilled trades like plumbing, electrical work, and automotive repair.


Addressing managerial gender segregation requires a multi-faceted approach. Organizations need to challenge and combat gender stereotypes and biases through diversity and inclusion training, as well as implementing policies and practices that promote equal opportunities for men and women to advance into managerial roles. This includes providing mentorship and leadership development programs specifically targeted at women, establishing transparent promotion and evaluation criteria, and fostering a supportive and inclusive work culture. Additionally, organizations can implement strategies such as flexible work arrangements, family-friendly policies, and parental leave benefits to support work-life balance and help mitigate some of the challenges women face in balancing career advancement with caregiving responsibilities.
Addressing nonmanagerial gender segregation involves promoting gender equality in education and training, encouraging diverse career aspirations from an early age, implementing policies that support work-life balance, and addressing discriminatory practices in hiring and workplace culture. These efforts can help create more equitable and inclusive work environments where men and women have equal opportunities to pursue a wide range of careers.
==See also==  
==See also==  
==Related segregation forms==
Managerial gender segregation is frequently discussed in the literature with the following segregation forms:
[[gender segregation]]
[[File:managerial_gender_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==  
==References==  
==Notes==  
==Notes==  
<references />  
<references />  
==Further reading==  
{{NoteAI}}
==Managerial gender segregation appears in the following literature==  


Biswas P.K.; Roberts H.; Stainback K. (2021) "Does women's board representation affect non managerial gender inequality?", Human Resource Management, 60(4), pp. 659-680. John Wiley and Sons Inc. DOI: [htttp://doi.org/10.1002/hrm.22066 10.1002/hrm.22066]
Biswas P.K., Roberts H., Stainback K. (2021). Does women's board representation affect non managerial gender inequality?. ''Human Resource Management'', ''60''(4), 659-680. John Wiley and Sons Inc.https://doi.org/10.1002/hrm.22066

Latest revision as of 07:17, 16 October 2024

Date and country of first publication[1][edit | edit source]

2021
New Zealand; United States

Definition[edit | edit source]

Nonmanagerial gender segregation refers to the unequal distribution of men and women in nonmanagerial roles within the workforce, where men and women are concentrated in different types of jobs or industries. This segregation often results in distinct patterns of employment based on gender, which can lead to disparities in pay, career advancement opportunities, and job satisfaction. Key aspects of nonmanagerial gender segregation include:

1. Occupational Segregation: Men and women are often found in different types of jobs. For example, women may be overrepresented in roles such as nursing, teaching, and administrative support, while men may be more common in roles such as construction, engineering, and technical jobs.

2. Industry Segregation: Certain industries tend to have higher concentrations of one gender. For instance, healthcare, education, and social services often have a higher proportion of female employees, while industries like manufacturing, technology, and transportation are typically male-dominated.

3. Vertical Segregation: Within the same occupation or industry, men and women may hold different levels of positions. Even in nonmanagerial roles, men might be more likely to occupy higher-paying or more technical positions, while women might be found in roles perceived as less skilled or lower-paying.

4. Wage Disparities: Nonmanagerial gender segregation contributes to the gender pay gap, as jobs predominantly held by women tend to pay less than those predominantly held by men. This wage disparity persists even when accounting for factors such as education, experience, and job responsibilities.

5. Job Quality and Conditions: The quality of jobs and working conditions can vary significantly between male- and female-dominated roles. Women may be more likely to work in part-time positions, temporary jobs, or roles with fewer benefits and less job security compared to their male counterparts.

6. Cultural and Social Norms: Societal expectations and cultural norms play a significant role in shaping nonmanagerial gender segregation. Traditional gender roles and stereotypes can influence career choices, educational paths, and the types of jobs deemed appropriate for men and women.

7. Barriers to Entry and Advancement: Women may face various barriers to entering certain nonmanagerial roles or industries, such as discrimination, lack of mentorship, or insufficient training opportunities. These barriers can also hinder their advancement within their chosen fields.

8. Impact on Economic Equity: Nonmanagerial gender segregation contributes to broader economic inequalities between men and women. It limits women's economic opportunities and earning potential, impacting their financial independence and overall economic security.

9. Examples: Examples of nonmanagerial gender segregation include the predominance of women in caregiving professions like nursing and early childhood education, and the predominance of men in skilled trades like plumbing, electrical work, and automotive repair.

Addressing nonmanagerial gender segregation involves promoting gender equality in education and training, encouraging diverse career aspirations from an early age, implementing policies that support work-life balance, and addressing discriminatory practices in hiring and workplace culture. These efforts can help create more equitable and inclusive work environments where men and women have equal opportunities to pursue a wide range of careers.

See also[edit | edit source]

Related segregation forms[edit | edit source]

Managerial gender segregation is frequently discussed in the literature with the following segregation forms:

gender segregation

This visualization is based on the study The Multidisciplinary Landscape of Segregation Research.

For the complete network of interrelated segregation forms, please refer to:

References[edit | edit source]

Notes[edit | edit source]

  1. ↑ Date and country of first publication as informed by the Scopus database (December 2023). 
At its current state, this definition has been generated by a Large Language Model (LLM) so far without review by an independent researcher or a member of the curating team of segregation experts that keep the Segregation Wiki online. While we strive for accuracy, we cannot guarantee its reliability, completeness and timeliness. Please use this content with caution and verify information as needed. Also, feel free to improve on the definition as you see fit, including the use of references and other informational resources. We value your input in enhancing the quality and accuracy of the definitions of segregation forms collectively offered in the Segregation Wiki ©.

Managerial gender segregation appears in the following literature[edit | edit source]

Biswas P.K., Roberts H., Stainback K. (2021). Does women's board representation affect non managerial gender inequality?. Human Resource Management, 60(4), 659-680. John Wiley and Sons Inc.https://doi.org/10.1002/hrm.22066

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