Gender employment segregation: Difference between revisions
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Gender employment segregation refers to the unequal distribution of men and women across different industries or occupations. It is a phenomenon where men and women are concentrated in different types of jobs, often with men dominating in higher-paid and higher-status positions, while women are more prevalent in lower-paid and lower-status positions. | Gender employment segregation refers to the unequal distribution of men and women across different industries or occupations. It is a phenomenon where men and women are concentrated in different types of jobs, often with men dominating in higher-paid and higher-status positions, while women are more prevalent in lower-paid and lower-status positions. | ||
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==Notes== | ==Notes== | ||
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==Further reading== | ==Further reading== | ||
Stainback K.; Tomaskovic-Devey D. (2012) "Documenting desegregation: Racial and gender segregation in private sector employment since the civil rights act", Documenting Desegregation: Racial and Gender Segregation in Private-Sector Employment Since the Civil Rights Act, 1-378. Russell Sage Foundation. DOI: [ | Stainback K.; Tomaskovic-Devey D. (2012) "Documenting desegregation: Racial and gender segregation in private sector employment since the civil rights act", Documenting Desegregation: Racial and Gender Segregation in Private-Sector Employment Since the Civil Rights Act, 1-378. Russell Sage Foundation. DOI: [https://doi.org/ ] | ||
Liu J. (2019) "What does in work poverty mean for women: Comparing the gender employment segregation in Belgium and China", Sustainability (Switzerland), 11(20), pp. -. MDPI. DOI: [ | Liu J. (2019) "What does in work poverty mean for women: Comparing the gender employment segregation in Belgium and China", Sustainability (Switzerland), 11(20), pp. -. MDPI. DOI: [https://doi.org/10.3390/su11205725 10.3390/su11205725] | ||
Piłatowska M.; Witkowska D. (2022) "Gender Segregation at Work over Business Cycle Evidence from Selected EU Countries", Sustainability (Switzerland), 14(16), pp. -. MDPI. DOI: [ | Piłatowska M.; Witkowska D. (2022) "Gender Segregation at Work over Business Cycle Evidence from Selected EU Countries", Sustainability (Switzerland), 14(16), pp. -. MDPI. DOI: [https://doi.org/10.3390/su141610202 10.3390/su141610202] | ||
Revision as of 14:20, 9 April 2024
Date and country of first publication[1]
2012
United States
Definition
Gender employment segregation refers to the unequal distribution of men and women across different industries or occupations. It is a phenomenon where men and women are concentrated in different types of jobs, often with men dominating in higher-paid and higher-status positions, while women are more prevalent in lower-paid and lower-status positions.
This segregation is the result of various factors, including societal expectations and stereotypes regarding suitable roles for men and women, as well as discrimination and bias in hiring and promotion practices. It is typically characterized by a "horizontal" segregation, where men and women are concentrated in different industries, and a "vertical" segregation, where men occupy higher-level positions within the same industry.
Gender employment segregation has significant implications for gender equality and economic opportunities. It contributes to the gender pay gap as jobs and industries dominated by men tend to offer higher salaries and benefits. It also limits career advancement and opportunities for women, as they are often excluded from traditionally male-dominated fields and face barriers to promotion within their own fields.
Efforts to reduce gender employment segregation include promoting equal access to education and training in all fields, challenging gender stereotypes and biases, implementing policies that support work-life balance and flexible work arrangements, and promoting diversity and inclusion in the workplace.
See also
References
Notes
- ↑ 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 ©.
Further reading
Stainback K.; Tomaskovic-Devey D. (2012) "Documenting desegregation: Racial and gender segregation in private sector employment since the civil rights act", Documenting Desegregation: Racial and Gender Segregation in Private-Sector Employment Since the Civil Rights Act, 1-378. Russell Sage Foundation. DOI: [1]
Liu J. (2019) "What does in work poverty mean for women: Comparing the gender employment segregation in Belgium and China", Sustainability (Switzerland), 11(20), pp. -. MDPI. DOI: 10.3390/su11205725
Piłatowska M.; Witkowska D. (2022) "Gender Segregation at Work over Business Cycle Evidence from Selected EU Countries", Sustainability (Switzerland), 14(16), pp. -. MDPI. DOI: 10.3390/su141610202