Intraoccupational gender segregation: Difference between revisions
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Efforts to address intra-occupational gender segregation include promoting gender diversity and equity in recruitment and hiring practices, providing support and resources for underrepresented gender groups in certain occupations, and challenging discriminatory attitudes and behaviors in the workplace. | Efforts to address intra-occupational gender segregation include promoting gender diversity and equity in recruitment and hiring practices, providing support and resources for underrepresented gender groups in certain occupations, and challenging discriminatory attitudes and behaviors in the workplace. | ||
==See also== | ==See also== | ||
==References== | ==References== | ||
==Notes== | ==Notes== | ||
<references /> | <references /> | ||
{{NoteAI}} | {{NoteAI}} | ||
==Intraoccupational | ==Intraoccupational gender segregation appears in the following literature== | ||
Addi-Raccah A. (2002 | Addi-Raccah A. (2002). The feminization of teaching and principalship in the Israeli educational system: A comparative study. ''Sociology of Education'', ''75''(3), 231-248. American Sociological Association.https://doi.org/10.2307/3090267 | ||
Cardador M.T., Hill P.L., Lopez-Alvarez G. (2022 | Cardador M.T., Hill P.L., Lopez-Alvarez G. (2022). Examining interests and goals as predictors of gender differences in engineers' pursuit of managerial roles. ''Journal of Engineering Education'', ''111''(4), 852-867. John Wiley and Sons Inc.https://doi.org/10.1002/jee.20479 | ||
Latest revision as of 16:17, 25 September 2024
Date and country of first publication[1][edit | edit source]
2002
Israel
Definition[edit | edit source]
Intraoccupational gender segregation refers to the phenomenon where within a specific occupation or industry, there is a significant gender imbalance, with one gender being disproportionately represented compared to the other. For example, nursing is a profession that is traditionally dominated by women, while fields like engineering and computer science have been historically male-dominated.
This segregation can be the result of various factors, including societal stereotypes and expectations about gender roles, discrimination and bias in hiring and promotion practices, and differences in educational and career opportunities for men and women.
Intra-occupational gender segregation can have negative effects on individuals, organizations, and society as a whole. It can limit career opportunities and advancement for individuals based on their gender, perpetuate gender stereotypes and inequality, and hinder diversity and innovation in the workforce.
Efforts to address intra-occupational gender segregation include promoting gender diversity and equity in recruitment and hiring practices, providing support and resources for underrepresented gender groups in certain occupations, and challenging discriminatory attitudes and behaviors in the workplace.
See also[edit | edit source]
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 ©.
Intraoccupational gender segregation appears in the following literature[edit | edit source]
Addi-Raccah A. (2002). The feminization of teaching and principalship in the Israeli educational system: A comparative study. Sociology of Education, 75(3), 231-248. American Sociological Association.https://doi.org/10.2307/3090267
Cardador M.T., Hill P.L., Lopez-Alvarez G. (2022). Examining interests and goals as predictors of gender differences in engineers' pursuit of managerial roles. Journal of Engineering Education, 111(4), 852-867. John Wiley and Sons Inc.https://doi.org/10.1002/jee.20479