Job sex 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>===== | |||
2005<br> | 2005<br> | ||
United States | United States | ||
===== Definition ===== | |||
Job sex segregation refers to the division of jobs and careers based on gender. It occurs when certain occupations are predominantly filled by either men or women, creating a gender imbalance in the workforce. | Job sex segregation refers to the division of jobs and careers based on gender. It occurs when certain occupations are predominantly filled by either men or women, creating a gender imbalance in the workforce. | ||
| Line 12: | Line 12: | ||
Efforts to reduce job sex segregation include promoting gender diversity and inclusion in all fields, challenging gender stereotypes, providing equal access to education and training opportunities, and implementing policies that support work-life balance. Increasing awareness and advocating for equal representation and opportunities for all genders in all professions is key to breaking down barriers and achieving greater gender equality in the workforce. | Efforts to reduce job sex segregation include promoting gender diversity and inclusion in all fields, challenging gender stereotypes, providing equal access to education and training opportunities, and implementing policies that support work-life balance. Increasing awareness and advocating for equal representation and opportunities for all genders in all professions is key to breaking down barriers and achieving greater gender equality in the workforce. | ||
==See also== | ==See also== | ||
==Related segregation forms== | |||
Job sex segregation is frequently discussed in the literature with the following segregation forms: | |||
[[gender segregation]], [[sex segregation]] | |||
[[File:job_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== | ==References== | ||
==Notes== | ==Notes== | ||
<references /> | <references /> | ||
{{NoteAI}} | {{NoteAI}} | ||
== | ==Job sex segregation appears in the following literature== | ||
Fernandez R.M. | Fernandez R.M., Sosa M.L. (2005). Gendering the job: Networks and recruitment at a call center. ''American Journal of Sociology'', ''111''(3), 859-904. https://doi.org/10.1086/497257 | ||
Fernandez R.M. | Fernandez R.M., Mors M.L. (2008). Competing for jobs: Labor queues and gender sorting in the hiring process. ''Social Science Research'', ''37''(4), 1061-1080. https://doi.org/10.1016/j.ssresearch.2007.10.003 | ||
Latest revision as of 07:17, 16 October 2024
Date and country of first publication[1][edit | edit source]
2005
United States
Definition[edit | edit source]
Job sex segregation refers to the division of jobs and careers based on gender. It occurs when certain occupations are predominantly filled by either men or women, creating a gender imbalance in the workforce.
Historically, job sex segregation has been rooted in societal norms and stereotypes regarding gender roles and abilities. For example, women have often been encouraged to pursue careers in traditionally female-dominated fields such as teaching, nursing, or administrative work, while men have been steered toward professions like engineering, construction, or finance.
This segregation has implications for various aspects of society, including pay disparities, career advancement opportunities, and gender equality. Occupations that are predominantly female tend to have lower wages and less upward mobility compared to male-dominated occupations. Additionally, sex segregation can perpetuate stereotypes and discrimination, limiting individuals' choices and reinforcing gender-based expectations.
Efforts to reduce job sex segregation include promoting gender diversity and inclusion in all fields, challenging gender stereotypes, providing equal access to education and training opportunities, and implementing policies that support work-life balance. Increasing awareness and advocating for equal representation and opportunities for all genders in all professions is key to breaking down barriers and achieving greater gender equality in the workforce.
See also[edit | edit source]
Related segregation forms[edit | edit source]
Job sex segregation is frequently discussed in the literature with the following segregation forms:
gender segregation, sex 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]
- ↑ 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 ©.
Job sex segregation appears in the following literature[edit | edit source]
Fernandez R.M., Sosa M.L. (2005). Gendering the job: Networks and recruitment at a call center. American Journal of Sociology, 111(3), 859-904. https://doi.org/10.1086/497257
Fernandez R.M., Mors M.L. (2008). Competing for jobs: Labor queues and gender sorting in the hiring process. Social Science Research, 37(4), 1061-1080. https://doi.org/10.1016/j.ssresearch.2007.10.003