Intraoccupational segregation: Difference between revisions
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Intra occupational segregation can result from various factors, including historical and cultural norms, biases in hiring and promotion practices, lack of diversity and inclusion policies, and overall societal inequalities. Efforts to reduce intra-occupational segregation often involve promoting diversity and inclusion within workplaces, addressing biases in recruitment and promotion processes, and advocating for policies and practices that ensure equal opportunities for all workers within an occupation or industry. | Intra occupational segregation can result from various factors, including historical and cultural norms, biases in hiring and promotion practices, lack of diversity and inclusion policies, and overall societal inequalities. Efforts to reduce intra-occupational segregation often involve promoting diversity and inclusion within workplaces, addressing biases in recruitment and promotion processes, and advocating for policies and practices that ensure equal opportunities for all workers within an occupation or industry. | ||
===== | ===== Synonyms ===== | ||
The following terms are synonymous with: | |||
intra occupational segregation | intra occupational segregation. | ||
References and literature addressing this segregation form under these synonymous terms can be found below. | |||
==See also== | ==See also== | ||
==Intraoccupational | ==Related segregation forms== | ||
Intraoccupational segregation is frequently discussed in the literature with the following segregation forms: | |||
employment segregation | employment segregation | ||
[[intraoccupational_segregation.png|780x780px]] | |||
For the complete network of associated segregation forms, see: | |||
clusters https://tinyurl.com/2d8wg5n3 | |||
year of publication https://tinyurl.com/2235lkhw | |||
betweenness centrality https://tinyurl.com/223udk5r | |||
disciplines where segregation forms first appeared https://tinyurl.com/244d8unz | |||
==References== | ==References== | ||
==Notes== | ==Notes== | ||
<references /> | <references /> | ||
{{NoteAI}} | {{NoteAI}} | ||
==Intraoccupational | ==Intraoccupational segregation appears in the following literature== | ||
Taylor J. (1994 | Taylor J. (1994). Measuring the occupational segregation of Australia's indigenous workforce: A census based analysis. ''Social Indicators Research'', ''31''(2), 175-204. Kluwer Academic Publishers.https://doi.org/10.1007/BF01207054 | ||
Drange I., Karlsen H.J. (2016 | Drange I., Karlsen H.J. (2016). Simply a Matter of Being Male? Nurses’ Employment Outcomes in the Norwegian Labour Market. ''NORA - Nordic Journal of Feminist and Gender Research'', ''24''(2), 76-94. Routledge.https://doi.org/10.1080/08038740.2016.1165732 | ||
Revision as of 16:17, 25 September 2024
Date and country of first publication[1]
1994
Australia
Definition
Intra occupational segregation refers to the segregation or division of workers within a specific occupation or industry based on certain characteristics such as gender, race, ethnicity, or other socio-demographic factors. This form of segregation occurs when certain groups of workers are concentrated in specific roles or positions within an occupation, often due to discriminatory practices or systemic biases.
For example, in some professions such as nursing or elementary teaching, women may be more concentrated in lower-paid or less prestigious positions within these occupations, while men are more likely to hold leadership roles or higher-paid positions. This form of segregation can contribute to overall wage disparities and limited opportunities for career advancement for certain groups of workers.
Intra occupational segregation can result from various factors, including historical and cultural norms, biases in hiring and promotion practices, lack of diversity and inclusion policies, and overall societal inequalities. Efforts to reduce intra-occupational segregation often involve promoting diversity and inclusion within workplaces, addressing biases in recruitment and promotion processes, and advocating for policies and practices that ensure equal opportunities for all workers within an occupation or industry.
Synonyms
The following terms are synonymous with:
intra occupational segregation.
References and literature addressing this segregation form under these synonymous terms can be found below.
See also
Related segregation forms
Intraoccupational segregation is frequently discussed in the literature with the following segregation forms:
employment segregation 780x780px For the complete network of associated segregation forms, see: clusters https://tinyurl.com/2d8wg5n3 year of publication https://tinyurl.com/2235lkhw betweenness centrality https://tinyurl.com/223udk5r disciplines where segregation forms first appeared https://tinyurl.com/244d8unz
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 ©.
Intraoccupational segregation appears in the following literature
Taylor J. (1994). Measuring the occupational segregation of Australia's indigenous workforce: A census based analysis. Social Indicators Research, 31(2), 175-204. Kluwer Academic Publishers.https://doi.org/10.1007/BF01207054
Drange I., Karlsen H.J. (2016). Simply a Matter of Being Male? Nurses’ Employment Outcomes in the Norwegian Labour Market. NORA - Nordic Journal of Feminist and Gender Research, 24(2), 76-94. Routledge.https://doi.org/10.1080/08038740.2016.1165732