Vertical occupational 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>===== | |||
2014<br> | 2014<br> | ||
Polonia | |||
===== Definition ===== | |||
Vertical occupational segregation refers to the unequal distribution of men and women across different job levels within an organization or industry. It occurs when women are disproportionately represented in lower-paying and lower-status positions, while men occupy a majority of higher-paying and higher-status positions. | Vertical occupational segregation refers to the unequal distribution of men and women across different job levels within an organization or industry. It occurs when women are disproportionately represented in lower-paying and lower-status positions, while men occupy a majority of higher-paying and higher-status positions. | ||
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Vertical occupational segregation has significant implications for gender equality and pay equity. It contributes to the gender pay gap, as women are more likely to be concentrated in lower-paying jobs with limited opportunities for promotions and career advancement. Addressing vertical occupational segregation requires implementing policies and practices that promote diversity, equity, and inclusion in the workplace, as well as challenging societal norms and biases related to gender and occupation. | Vertical occupational segregation has significant implications for gender equality and pay equity. It contributes to the gender pay gap, as women are more likely to be concentrated in lower-paying jobs with limited opportunities for promotions and career advancement. Addressing vertical occupational segregation requires implementing policies and practices that promote diversity, equity, and inclusion in the workplace, as well as challenging societal norms and biases related to gender and occupation. | ||
==See also== | ==See also== | ||
==Related segregation forms== | |||
Vertical occupational segregation is frequently discussed in the literature with the following segregation forms: | |||
[[occupational segregation]], [[occupational gender segregation]], [[vertical segregation]] | |||
[[File:vertical_occupational_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}} | ||
== | ==Vertical occupational segregation appears in the following literature== | ||
Petruchenia H.H. | Petruchenia H.H., Vorovka M.I. (2014). Gender issues of Ukrainian higher education. ''Chemistry'', ''23''(5), 655-664. Ministry of Education, Youth and Science (GRPI).https://doi.org/ | ||
Domagala W. (2018) | Domagala W. (2018). Measuring gender occupational segregation: OECD countries in comparative perspective. ''Ekonomista'', ''2018-January''(6), 682-718. Polish Economic Society.https://doi.org/ | ||
Newman C. | Newman C., Nayebare A., Neema S., Agaba A., Akello L.P. (2021). Uganda’s response to sexual harassment in the public health sector: from “Dying Silently” to gender transformational HRH policy. ''Human Resources for Health'', ''19''(1), -. BioMed Central Ltd.https://doi.org/10.1186/s12960-021-00569-0 | ||
Latest revision as of 07:17, 16 October 2024
Date and country of first publication[1][edit | edit source]
2014
Polonia
Definition[edit | edit source]
Vertical occupational segregation refers to the unequal distribution of men and women across different job levels within an organization or industry. It occurs when women are disproportionately represented in lower-paying and lower-status positions, while men occupy a majority of higher-paying and higher-status positions.
This type of segregation can be observed in various industries and sectors, including but not limited to finance, technology, and healthcare. While women may be well-represented in entry-level positions, they are often underrepresented in leadership roles and positions with more decision-making power and higher salaries.
Several factors contribute to vertical occupational segregation, including gender bias, stereotypes, and discrimination. Societal expectations and traditional gender role norms play a significant role in shaping occupational choices and opportunities. Additionally, the lack of female role models in leadership positions and limited access to mentorship and advancement opportunities can further perpetuate the segregation.
Vertical occupational segregation has significant implications for gender equality and pay equity. It contributes to the gender pay gap, as women are more likely to be concentrated in lower-paying jobs with limited opportunities for promotions and career advancement. Addressing vertical occupational segregation requires implementing policies and practices that promote diversity, equity, and inclusion in the workplace, as well as challenging societal norms and biases related to gender and occupation.
See also[edit | edit source]
Related segregation forms[edit | edit source]
Vertical occupational segregation is frequently discussed in the literature with the following segregation forms:
occupational segregation, occupational gender segregation, vertical 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 ©.
Vertical occupational segregation appears in the following literature[edit | edit source]
Petruchenia H.H., Vorovka M.I. (2014). Gender issues of Ukrainian higher education. Chemistry, 23(5), 655-664. Ministry of Education, Youth and Science (GRPI).https://doi.org/
Domagala W. (2018). Measuring gender occupational segregation: OECD countries in comparative perspective. Ekonomista, 2018-January(6), 682-718. Polish Economic Society.https://doi.org/
Newman C., Nayebare A., Neema S., Agaba A., Akello L.P. (2021). Uganda’s response to sexual harassment in the public health sector: from “Dying Silently” to gender transformational HRH policy. Human Resources for Health, 19(1), -. BioMed Central Ltd.https://doi.org/10.1186/s12960-021-00569-0