Hierarchical employment 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> | ||
Germany | |||
===== Definition ===== | |||
Hierarchical employment segregation refers to the phenomenon where individuals are segregated in the workforce based on their hierarchical position within the organization. This can manifest in various forms, such as certain groups being relegated to lower-level positions with limited opportunities for advancement, or certain demographics being underrepresented in senior leadership positions. | Hierarchical employment segregation refers to the phenomenon where individuals are segregated in the workforce based on their hierarchical position within the organization. This can manifest in various forms, such as certain groups being relegated to lower-level positions with limited opportunities for advancement, or certain demographics being underrepresented in senior leadership positions. | ||
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Addressing hierarchical employment segregation requires a multi-faceted approach, including implementing diversity and inclusion initiatives, promoting equal access to career advancement opportunities, and challenging discriminatory attitudes and practices within the workplace. By striving for a more inclusive and equitable work environment, organizations can help break down barriers and create a more diverse and representative workforce. | Addressing hierarchical employment segregation requires a multi-faceted approach, including implementing diversity and inclusion initiatives, promoting equal access to career advancement opportunities, and challenging discriminatory attitudes and practices within the workplace. By striving for a more inclusive and equitable work environment, organizations can help break down barriers and create a more diverse and representative workforce. | ||
==See also== | ==See also== | ||
==Related segregation forms== | |||
Hierarchical employment segregation is frequently discussed in the literature with the following segregation forms: | |||
[[occupational gender segregation]], [[hierarchical segregation]] | |||
[[File:hierarchical_employment_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== | ||
<references /> | |||
{{NoteAI}} | |||
==Hierarchical employment segregation appears in the following literature== | |||
Langfeldt B. (2014) | Langfeldt B. (2014). The influence of career planning, career strategies and organisational conditions on gender disparities in the career of mathematicians and physicists. ''Paths to Career and Success for Women in Science: Findings from International Research'', 221-240. Springer Fachmedien.https://doi.org/10.1007/978-3-658-04061-1_13 | ||
Latest revision as of 07:17, 16 October 2024
Date and country of first publication[1][edit | edit source]
2014
Germany
Definition[edit | edit source]
Hierarchical employment segregation refers to the phenomenon where individuals are segregated in the workforce based on their hierarchical position within the organization. This can manifest in various forms, such as certain groups being relegated to lower-level positions with limited opportunities for advancement, or certain demographics being underrepresented in senior leadership positions.
This segregation can be the result of various factors, including systemic biases, discriminatory hiring practices, and unequal access to educational and professional development opportunities. Hierarchical employment segregation can have negative impacts on individuals, as it can perpetuate inequality, limit career advancement opportunities, and contribute to the overall lack of diversity in the workforce.
Addressing hierarchical employment segregation requires a multi-faceted approach, including implementing diversity and inclusion initiatives, promoting equal access to career advancement opportunities, and challenging discriminatory attitudes and practices within the workplace. By striving for a more inclusive and equitable work environment, organizations can help break down barriers and create a more diverse and representative workforce.
See also[edit | edit source]
Related segregation forms[edit | edit source]
Hierarchical employment segregation is frequently discussed in the literature with the following segregation forms:
occupational gender segregation, hierarchical 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 ©.
Hierarchical employment segregation appears in the following literature[edit | edit source]
Langfeldt B. (2014). The influence of career planning, career strategies and organisational conditions on gender disparities in the career of mathematicians and physicists. Paths to Career and Success for Women in Science: Findings from International Research, 221-240. Springer Fachmedien.https://doi.org/10.1007/978-3-658-04061-1_13