Professional gender segregation: Difference between revisions
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====== Date and country of first publication<ref>Date and country of first publication as informed by the Scopus database (December 2023).</ref>====== | |||
2020<br> | 2020<br> | ||
Kazakhstan | |||
====== Definition ====== | |||
{{NoteAI}} | |||
Professional gender segregation refers to the practice of segregating individuals based on their gender in a professional or workplace setting. This can involve segregating individuals into separate workspaces, limiting professional opportunities or roles based on gender, or promoting gender-based stereotypes and biases. | Professional gender segregation refers to the practice of segregating individuals based on their gender in a professional or workplace setting. This can involve segregating individuals into separate workspaces, limiting professional opportunities or roles based on gender, or promoting gender-based stereotypes and biases. | ||
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==See also== | ==See also== | ||
==References== | ==References== | ||
==Notes== | |||
<references /> | |||
==Further reading== | ==Further reading== | ||
Zharkynbayeva R.; Abdiraiymova A.; Sarsenbayev A.; Bekzhanova N. (2020) "Societal perspectives: Gender equality in central asia, between desideratum and realities; [Perspective societale: Egalitatea de gen în asia centrală, între dezide rate și realități.]", Codrul Cosminului, 26(2), pp. 331-356. Universitatea "Stefan cel Mare" din Suceava. DOI: [htttp://doi.org/10.4316/CC.2020.02.003 10.4316/CC.2020.02.003] | |||
Santos M.H.; Cerqueira C.; Cruz R.V. (2022) "Gender asymmetries in Portuguese trade unions: The case of the CGTP IN", European Journal of Women's Studies, 29(1), pp. 54-71. SAGE Publications Ltd. DOI: [htttp://doi.org/10.1177/1350506820979010 10.1177/1350506820979010] | |||
Sangar S. (2022) "Addressing low female participation in STEM for an inclusive industry 4.0: Mainstreaming gender", Gender Perspectives on Industry 4.0 and the Impact of Technology on Mainstreaming Female Employment, 91-106. IGI Global. DOI: [ | Sangar S. (2022) "Addressing low female participation in STEM for an inclusive industry 4.0: Mainstreaming gender", Gender Perspectives on Industry 4.0 and the Impact of Technology on Mainstreaming Female Employment, 91-106. IGI Global. DOI: [htttp://doi.org/10.4018/978-1-7998-8594-8.ch005 10.4018/978-1-7998-8594-8.ch005] | ||
Revision as of 17:42, 8 April 2024
Date and country of first publication[1]
2020
Kazakhstan
Definition
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 gender segregation refers to the practice of segregating individuals based on their gender in a professional or workplace setting. This can involve segregating individuals into separate workspaces, limiting professional opportunities or roles based on gender, or promoting gender-based stereotypes and biases.
Historically, gender segregation has been a common practice in many professions, with certain industries or positions being dominated predominantly by either men or women. For example, fields such as engineering and technology are often male-dominated, while nursing and teaching are traditionally female-dominated.
However, today, there are increasing efforts to break down these gender barriers and achieve greater gender equality in the workplace. Many organizations are working towards promoting diversity and inclusion, creating policies and initiatives aimed at reducing gender segregation and fostering equal opportunities for all individuals, regardless of their gender.
Gender segregation in the workplace can have negative consequences, such as limiting access to opportunities and perpetuating gender inequality. It can also reinforce gender stereotypes and biases, which may further hinder the advancement of women in certain professions. Breaking down these barriers and promoting gender equality is not only important for individual advancement and fairness but also for the overall productivity, innovation, and success of organizations and societies.
See also
References
Notes
- ↑ Date and country of first publication as informed by the Scopus database (December 2023).
Further reading
Zharkynbayeva R.; Abdiraiymova A.; Sarsenbayev A.; Bekzhanova N. (2020) "Societal perspectives: Gender equality in central asia, between desideratum and realities; [Perspective societale: Egalitatea de gen în asia centrală, între dezide rate și realități.]", Codrul Cosminului, 26(2), pp. 331-356. Universitatea "Stefan cel Mare" din Suceava. DOI: [htttp://doi.org/10.4316/CC.2020.02.003 10.4316/CC.2020.02.003]
Santos M.H.; Cerqueira C.; Cruz R.V. (2022) "Gender asymmetries in Portuguese trade unions: The case of the CGTP IN", European Journal of Women's Studies, 29(1), pp. 54-71. SAGE Publications Ltd. DOI: [htttp://doi.org/10.1177/1350506820979010 10.1177/1350506820979010]
Sangar S. (2022) "Addressing low female participation in STEM for an inclusive industry 4.0: Mainstreaming gender", Gender Perspectives on Industry 4.0 and the Impact of Technology on Mainstreaming Female Employment, 91-106. IGI Global. DOI: [htttp://doi.org/10.4018/978-1-7998-8594-8.ch005 10.4018/978-1-7998-8594-8.ch005]