Racial employment segregation: Difference between revisions
(Creating page) |
(Creating page) |
||
| Line 1: | Line 1: | ||
====== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>====== | ====== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>====== | ||
2004<br> | 2004<br> | ||
United | United States | ||
====== Definition ====== | ====== Definition ====== | ||
{{NoteAI}} | {{NoteAI}} | ||
Revision as of 17:55, 8 April 2024
Date and country of first publication[1]
2004
United States
Definition
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 ©.
Racial employment segregation refers to the practice of separating individuals of different races into different job roles or occupations within a company or industry. This segregation often results in certain racial groups being disproportionately represented in lower-paying or lower-status jobs, while other racial groups are over-represented in higher-paying or higher-status positions.
This form of discrimination can have significant economic and social consequences, as it perpetuates racial inequality and limits opportunities for individuals from marginalized or underrepresented communities. Racial employment segregation is often the result of systemic racism and bias in hiring practices, as well as historical patterns of discrimination and exclusion in the workforce. Efforts to combat racial employment segregation include promoting diversity and inclusion in the workplace, implementing affirmative action policies, and addressing systemic barriers to equal opportunity in hiring and advancement.
See also
References
Notes
- ↑ Date and country of first publication as informed by the Scopus database (December 2023).
Further reading
Sørensen J.B. (2004) "The organizational demography of racial employment segregation", American Journal of Sociology, 110(3), pp. 626-671. . DOI: [htttp://doi.org/10.1086/426464 10.1086/426464]
Ferguson J.-P.; Koning R. (2018) "Firm Turnover and the Return of Racial Establishment Segregation", American Sociological Review, 83(3), pp. 445-474. SAGE Publications Ltd. DOI: [htttp://doi.org/10.1177/0003122418767438 10.1177/0003122418767438]