Employment occupational segregation: Difference between revisions
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Efforts to reduce employment occupational segregation include implementing policies promoting diversity and inclusion in the workforce, addressing discrimination in hiring practices, and providing equal access to education and training opportunities. Encouraging individuals to pursue occupations traditionally dominated by the other gender or racial/ethnic group and challenging stereotypes and biases are also important steps toward reducing employment occupational segregation. | Efforts to reduce employment occupational segregation include implementing policies promoting diversity and inclusion in the workforce, addressing discrimination in hiring practices, and providing equal access to education and training opportunities. Encouraging individuals to pursue occupations traditionally dominated by the other gender or racial/ethnic group and challenging stereotypes and biases are also important steps toward reducing employment occupational segregation. | ||
===== Synonyms ===== | ===== Synonyms ===== | ||
The following terms are synonymous with: | The following terms are synonymous with employment occupational segregation: | ||
occupational employment segregation. | occupational employment segregation. | ||
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[[File:employment_occupational_segregation.png|780x780px]] | [[File:employment_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 | 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]
2021
Russia
Definition[edit | edit source]
Occupational segregation refers to the concentration of individuals from certain demographic groups in particular occupations or industries. Employment occupational segregation occurs when there is a disproportionate representation of certain social groups in different occupational categories.
This phenomenon can be seen in various forms, such as gender occupational segregation, racial/ethnic occupational segregation, and class occupational segregation. For instance, women tend to be overrepresented in occupations such as nursing, teaching, and administrative roles, while men are overrepresented in fields such as engineering, computer science, and manual labor. Similarly, certain racial or ethnic groups may be concentrated in specific occupations, often due to historical factors, discrimination, or cultural factors.
The consequences of employment occupational segregation can be detrimental, as it can contribute to inequality in terms of pay, job opportunities, and career advancement. It can limit individuals' choices and perpetuate stereotypes and biases. Additionally, occupational segregation can have implications for overall economic productivity and social cohesion.
Efforts to reduce employment occupational segregation include implementing policies promoting diversity and inclusion in the workforce, addressing discrimination in hiring practices, and providing equal access to education and training opportunities. Encouraging individuals to pursue occupations traditionally dominated by the other gender or racial/ethnic group and challenging stereotypes and biases are also important steps toward reducing employment occupational segregation.
Synonyms[edit | edit source]
The following terms are synonymous with employment occupational segregation:
occupational employment 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]
Employment occupational segregation is frequently discussed in the literature with the following segregation forms:
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 ©.
Employment occupational segregation appears in the following literature[edit | edit source]
Oshchepkov A. (2021). Gender Pay Gap in Russia: Literature Review and New Decomposition Results. Gendering Post-Soviet Space: Demography, Labor Market and Values in Empirical Research, 211-233. Springer Singapore.https://doi.org/10.1007/978-981-15-9358-1_10
Bermúdez-Figueroa E. (2021). Gendering the Public Sector: Women’s Status in Local Administrations. A Case Study from Spain. Journal of International Women's Studies, 22(7), 106-120. Bridgewater State College.https://doi.org/