Coworker 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>===== | |||
2018<br> | 2018<br> | ||
United Kingdom | United Kingdom | ||
===== Definition ===== | |||
Co-worker segregation refers to a situation where employees are separated or isolated based on certain characteristics or factors such as race, gender, age, or hierarchy within the organization. This can occur in various ways, including physical or social separation, exclusion from certain projects or activities, or limited access to resources or opportunities. | Co-worker segregation refers to a situation where employees are separated or isolated based on certain characteristics or factors such as race, gender, age, or hierarchy within the organization. This can occur in various ways, including physical or social separation, exclusion from certain projects or activities, or limited access to resources or opportunities. | ||
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== | ==Coworker segregation appears in the following literature== | ||
De Melo R.L. (2018) | De Melo R.L. (2018). Firm wage differentials and labor market sorting: Reconciling theory and evidence. ''Journal of Political Economy'', ''126''(1), 313-346. University of Chicago Press.https://doi.org/10.1086/695505 | ||
Latest revision as of 16:15, 25 September 2024
Date and country of first publication[1][edit | edit source]
2018
United Kingdom
Definition[edit | edit source]
Co-worker segregation refers to a situation where employees are separated or isolated based on certain characteristics or factors such as race, gender, age, or hierarchy within the organization. This can occur in various ways, including physical or social separation, exclusion from certain projects or activities, or limited access to resources or opportunities.
Co-worker segregation is generally considered to be a negative practice as it undermines diversity and inclusion in the workplace. It can lead to the formation of cliques, reduced collaboration and communication, decreased employee engagement and morale, and even legal issues related to discrimination.
To address co-worker segregation and promote a more inclusive and diverse work environment, organizations should actively promote equal opportunities, create a culture of respect and inclusion, implement diversity and inclusion training programs, and ensure that workplace policies and practices are fair and non-discriminatory.
When employees feel valued, respected, and included, they are more likely to be productive, innovative, and satisfied with their work, leading to better overall organizational performance.
See also[edit | edit source]
References[edit | edit source]
Notes[edit | edit source]
- ↑ 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 ©.
Coworker segregation appears in the following literature[edit | edit source]
De Melo R.L. (2018). Firm wage differentials and labor market sorting: Reconciling theory and evidence. Journal of Political Economy, 126(1), 313-346. University of Chicago Press.https://doi.org/10.1086/695505