Professional 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>====== | |||
1984<br> | 1984<br> | ||
India | |||
====== Definition ====== | |||
{{NoteAI}} | |||
Professional segregation refers to the practice of systematically excluding or isolating certain groups of individuals based on their race, gender, ethnicity, religion, or other characteristics in the workplace. This can manifest in various ways, such as limiting opportunities for advancement, assigning lower-status tasks or roles, or segregating employees physically or socially within the organization. Professional segregation can have negative effects on the individuals affected, as well as on the overall organizational culture and productivity. Organizations should work to eliminate professional segregation by promoting diversity, equity, and inclusion in all aspects of the workplace. | Professional segregation refers to the practice of systematically excluding or isolating certain groups of individuals based on their race, gender, ethnicity, religion, or other characteristics in the workplace. This can manifest in various ways, such as limiting opportunities for advancement, assigning lower-status tasks or roles, or segregating employees physically or socially within the organization. Professional segregation can have negative effects on the individuals affected, as well as on the overall organizational culture and productivity. Organizations should work to eliminate professional segregation by promoting diversity, equity, and inclusion in all aspects of the workplace. | ||
==See also== | ==See also== | ||
==References== | ==References== | ||
==Notes== | |||
<references /> | |||
==Further reading== | ==Further reading== | ||
Kalpagam U. (1984) "Labour market segmentation in a multistructural context: implications for India's female labour force.", Labour, Capital & Society, 17(2), pp. 196-221. . DOI: [htttp://doi.org/ ] | |||
Dalton P.; Mynott G.; Shoolbred M. (2000) "Barriers to career development within the LIS profession", Library Review, 49(6), pp. 271-277. . DOI: [htttp://doi.org/10.1108/00242530010337640 10.1108/00242530010337640] | |||
Harris S.R. (2003) "Civil rights and the Louisiana Library Association: Stumbling toward integration", Libraries and the Cultural Record, 38(4), pp. 322-350. University of Texas Press. DOI: [htttp://doi.org/10.1353/lac.2003.0065 10.1353/lac.2003.0065] | |||
Bogomolova I.S.; Grinenko S.V.; Zadorozhnyaya E.K. (2015) "Development of the human capital taking into account a gender factor in Russia", Mediterranean Journal of Social Sciences, 6(3S4), pp. 237-244. Mediterranean Center of Social and Educational Research. DOI: [htttp://doi.org/10.5901/mjss.2015.v6n3s4p237 10.5901/mjss.2015.v6n3s4p237] | |||
Revision as of 17:42, 8 April 2024
Date and country of first publication[1]
1984
India
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 segregation refers to the practice of systematically excluding or isolating certain groups of individuals based on their race, gender, ethnicity, religion, or other characteristics in the workplace. This can manifest in various ways, such as limiting opportunities for advancement, assigning lower-status tasks or roles, or segregating employees physically or socially within the organization. Professional segregation can have negative effects on the individuals affected, as well as on the overall organizational culture and productivity. Organizations should work to eliminate professional segregation by promoting diversity, equity, and inclusion in all aspects of the workplace.
See also
References
Notes
- ↑ Date and country of first publication as informed by the Scopus database (December 2023).
Further reading
Kalpagam U. (1984) "Labour market segmentation in a multistructural context: implications for India's female labour force.", Labour, Capital & Society, 17(2), pp. 196-221. . DOI: [htttp://doi.org/ ]
Dalton P.; Mynott G.; Shoolbred M. (2000) "Barriers to career development within the LIS profession", Library Review, 49(6), pp. 271-277. . DOI: [htttp://doi.org/10.1108/00242530010337640 10.1108/00242530010337640]
Harris S.R. (2003) "Civil rights and the Louisiana Library Association: Stumbling toward integration", Libraries and the Cultural Record, 38(4), pp. 322-350. University of Texas Press. DOI: [htttp://doi.org/10.1353/lac.2003.0065 10.1353/lac.2003.0065]
Bogomolova I.S.; Grinenko S.V.; Zadorozhnyaya E.K. (2015) "Development of the human capital taking into account a gender factor in Russia", Mediterranean Journal of Social Sciences, 6(3S4), pp. 237-244. Mediterranean Center of Social and Educational Research. DOI: [htttp://doi.org/10.5901/mjss.2015.v6n3s4p237 10.5901/mjss.2015.v6n3s4p237]