Workplace gender segregation

Date and country of first publication

2013
United States

Definition

Workplace gender segregation refers to the practice of segregating or separating employees based on their gender in the workplace. This can happen in several ways:

1. Occupational segregation: Certain occupations or industries are traditionally dominated by either male or female employees. For example, nursing and teaching have historically been female-dominated professions, while engineering and construction have been predominantly male professions.

2. Job assignment: Employers may assign certain tasks or roles to employees based on their gender stereotypes. For instance, male employees may be assigned physically demanding or technical jobs, while female employees may be given administrative or customer service roles.

3. Workplace culture: Workplace culture can also contribute to gender segregation. Women may face discrimination or bias in male-dominated environments, making it challenging for them to thrive or progress. This can result in a lack of diversity in senior or leadership positions.

4. Separation in workspaces: In some cases, workplace physical spaces may be segregated by gender. This has been more common in areas like changing rooms, restrooms, or locker rooms, to maintain privacy and safety. However, this practice is becoming less common with the growth of gender-neutral facilities.

5. Limited opportunities: Gender segregation can result in limited access to opportunities, resources, and networks. This can hinder career growth and perpetuate gender inequalities in terms of promotions, pay, and decision-making power.

Gender segregation in the workplace can be harmful as it reinforces gender stereotypes, limits gender diversity, and can result in unequal treatment and opportunities. Efforts to promote gender equality, diversity, and inclusion are essential to overcome workplace gender segregation.

Notes

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

Cohen P.N. (2013) "The persistence of workplace gender segregation in the us", Sociology Compass, 7(11), pp. 889-899. . DOI: 10.1111/soc4.12083

Stainback K.; Kleiner S.; Skaggs S. (2016) "Women in Power: Undoing or Redoing the Gendered Organization?", Gender and Society, 30(1), pp. 109-135. SAGE Publications Inc.. DOI: 10.1177/0891243215602906

Taylor T.; Turgeon B.; Buck A.; Bloch K.; Church J. (2019) "Spatial Variation in U.S. Labor Markets and Workplace Gender Segregation: 1980 2005*", Sociological Inquiry, 89(4), pp. 703-726. Blackwell Publishing Inc.. DOI: 10.1111/soin.12279

Salem R.; Yount K.M. (2019) "Structural accommodations of patriarchy: Women and workplace gender segregation in Qatar", Gender, Work and Organization, 26(4), pp. 501-519. Blackwell Publishing Ltd. DOI: 10.1111/gwao.12361