Intraoccupational segregation: Difference between revisions
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Intra occupational segregation can result from various factors, including historical and cultural norms, biases in hiring and promotion practices, lack of diversity and inclusion policies, and overall societal inequalities. Efforts to reduce intra-occupational segregation often involve promoting diversity and inclusion within workplaces, addressing biases in recruitment and promotion processes, and advocating for policies and practices that ensure equal opportunities for all workers within an occupation or industry. | Intra occupational segregation can result from various factors, including historical and cultural norms, biases in hiring and promotion practices, lack of diversity and inclusion policies, and overall societal inequalities. Efforts to reduce intra-occupational segregation often involve promoting diversity and inclusion within workplaces, addressing biases in recruitment and promotion processes, and advocating for policies and practices that ensure equal opportunities for all workers within an occupation or industry. | ||
===== Synonyms ===== | ===== Synonyms ===== | ||
The following terms are synonymous with: | The following terms are synonymous with intraoccupational segregation: | ||
intra occupational segregation. | intra occupational segregation. | ||
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Intraoccupational segregation is frequently discussed in the literature with the following segregation forms: | Intraoccupational segregation is frequently discussed in the literature with the following segregation forms: | ||
[[occupational segregation]], [[gender segregation]] | |||
[[File:intraoccupational_segregation.png|780x780px]] | [[File:intraoccupational_segregation.png|780x780px]] | ||
For the complete network of | |||
This visualization is based on the study [[Segregation_Wiki:About| The Multidisciplinary Landscape of Segregation Research]]. | |||
year of publication https://tinyurl.com/ | |||
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== | ||
Latest revision as of 07:17, 16 October 2024
Date and country of first publication[1][edit | edit source]
1994
Australia
Definition[edit | edit source]
Intra occupational segregation refers to the segregation or division of workers within a specific occupation or industry based on certain characteristics such as gender, race, ethnicity, or other socio-demographic factors. This form of segregation occurs when certain groups of workers are concentrated in specific roles or positions within an occupation, often due to discriminatory practices or systemic biases.
For example, in some professions such as nursing or elementary teaching, women may be more concentrated in lower-paid or less prestigious positions within these occupations, while men are more likely to hold leadership roles or higher-paid positions. This form of segregation can contribute to overall wage disparities and limited opportunities for career advancement for certain groups of workers.
Intra occupational segregation can result from various factors, including historical and cultural norms, biases in hiring and promotion practices, lack of diversity and inclusion policies, and overall societal inequalities. Efforts to reduce intra-occupational segregation often involve promoting diversity and inclusion within workplaces, addressing biases in recruitment and promotion processes, and advocating for policies and practices that ensure equal opportunities for all workers within an occupation or industry.
Synonyms[edit | edit source]
The following terms are synonymous with intraoccupational segregation:
intra occupational segregation.
References and literature addressing this segregation form under these synonymous terms can be found below.
See also[edit | edit source]
Related segregation forms[edit | edit source]
Intraoccupational segregation is frequently discussed in the literature with the following segregation forms:
occupational segregation, 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]
- ↑ 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 ©.
Intraoccupational segregation appears in the following literature[edit | edit source]
Taylor J. (1994). Measuring the occupational segregation of Australia's indigenous workforce: A census based analysis. Social Indicators Research, 31(2), 175-204. Kluwer Academic Publishers.https://doi.org/10.1007/BF01207054
Drange I., Karlsen H.J. (2016). Simply a Matter of Being Male? Nurses’ Employment Outcomes in the Norwegian Labour Market. NORA - Nordic Journal of Feminist and Gender Research, 24(2), 76-94. Routledge.https://doi.org/10.1080/08038740.2016.1165732