Professional racial segregation: Difference between revisions
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===== Definition ===== | ===== Definition ===== | ||
Professional racial segregation refers to the systematic exclusion or segregation of individuals from certain racial or ethnic backgrounds within professional fields or industries. This form of segregation occurs when individuals from marginalized racial or ethnic groups face barriers to entry, advancement, or equal treatment within their chosen professions due to discriminatory practices, biases, or institutionalized racism. | |||
Professional racial segregation can manifest in various ways, including: | |||
Hiring discrimination: Employers may discriminate against job applicants based on their race or ethnicity, leading to disparities in hiring and representation within certain professions. | |||
Promotion and advancement disparities: Even after being hired, individuals from marginalized racial or ethnic groups may face obstacles in advancing their careers, such as being passed over for promotions or leadership positions. | |||
Wage and salary disparities: Professionals from marginalized racial or ethnic groups may be paid less than their counterparts from dominant racial or ethnic groups, even when they have similar qualifications and experience. | |||
Workplace discrimination: Employees may experience racial harassment, microaggressions, or other forms of discrimination in the workplace, creating hostile or unwelcoming environments that hinder their professional growth and success. | |||
Efforts to address professional racial segregation typically involve implementing diversity and inclusion initiatives, enforcing anti-discrimination laws, promoting equal opportunities for career advancement, and fostering inclusive workplace cultures. By dismantling barriers and biases that perpetuate professional racial segregation, organizations can create more equitable and diverse work environments where all individuals have the opportunity to thrive and succeed based on their skills, qualifications, and contributions. | |||
===== SF Synonyms ===== | |||
None | |||
==See also== | ==See also== | ||
==Professional Racial Segregation appears in the literature with the following segregation forms== | |||
==References== | ==References== | ||
==Notes== | ==Notes== | ||
<references /> | <references /> | ||
{{NoteAI}} | {{NoteAI}} | ||
==Professional Racial Segregation appears | ==Professional Racial Segregation appears in the following literature== | ||
Jairo I., de França D.X. (2022). The Professional Choices of Black Adolescents in Brazil: Effects of Stereotype Threats. ''Trends in Psychology'', -. Springer Science and Business Media Deutschland GmbH.https://doi.org/10.1007/s43076-022-00178-3 | Jairo I., de França D.X. (2022.0). The Professional Choices of Black Adolescents in Brazil: Effects of Stereotype Threats. ''Trends in Psychology'', -. Springer Science and Business Media Deutschland GmbH.https://doi.org/10.1007/s43076-022-00178-3 | ||
Revision as of 15:51, 18 July 2024
Date and country of first publication[1]
2022
Brazil
Definition
Professional racial segregation refers to the systematic exclusion or segregation of individuals from certain racial or ethnic backgrounds within professional fields or industries. This form of segregation occurs when individuals from marginalized racial or ethnic groups face barriers to entry, advancement, or equal treatment within their chosen professions due to discriminatory practices, biases, or institutionalized racism.
Professional racial segregation can manifest in various ways, including:
Hiring discrimination: Employers may discriminate against job applicants based on their race or ethnicity, leading to disparities in hiring and representation within certain professions.
Promotion and advancement disparities: Even after being hired, individuals from marginalized racial or ethnic groups may face obstacles in advancing their careers, such as being passed over for promotions or leadership positions.
Wage and salary disparities: Professionals from marginalized racial or ethnic groups may be paid less than their counterparts from dominant racial or ethnic groups, even when they have similar qualifications and experience.
Workplace discrimination: Employees may experience racial harassment, microaggressions, or other forms of discrimination in the workplace, creating hostile or unwelcoming environments that hinder their professional growth and success.
Efforts to address professional racial segregation typically involve implementing diversity and inclusion initiatives, enforcing anti-discrimination laws, promoting equal opportunities for career advancement, and fostering inclusive workplace cultures. By dismantling barriers and biases that perpetuate professional racial segregation, organizations can create more equitable and diverse work environments where all individuals have the opportunity to thrive and succeed based on their skills, qualifications, and contributions.
SF Synonyms
None
See also
Professional Racial Segregation appears in the literature with the following segregation forms
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 ©.
Professional Racial Segregation appears in the following literature
Jairo I., de França D.X. (2022.0). The Professional Choices of Black Adolescents in Brazil: Effects of Stereotype Threats. Trends in Psychology, -. Springer Science and Business Media Deutschland GmbH.https://doi.org/10.1007/s43076-022-00178-3