Vertical occupational segregation

Date and country of first publication

2014
Ukraine

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 ©.

Vertical occupational segregation refers to the unequal distribution of men and women across different job levels within an organization or industry. It occurs when women are disproportionately represented in lower-paying and lower-status positions, while men occupy a majority of higher-paying and higher-status positions.

This type of segregation can be observed in various industries and sectors, including but not limited to finance, technology, and healthcare. While women may be well-represented in entry-level positions, they are often underrepresented in leadership roles and positions with more decision-making power and higher salaries.

Several factors contribute to vertical occupational segregation, including gender bias, stereotypes, and discrimination. Societal expectations and traditional gender role norms play a significant role in shaping occupational choices and opportunities. Additionally, the lack of female role models in leadership positions and limited access to mentorship and advancement opportunities can further perpetuate the segregation.

Vertical occupational segregation has significant implications for gender equality and pay equity. It contributes to the gender pay gap, as women are more likely to be concentrated in lower-paying jobs with limited opportunities for promotions and career advancement. Addressing vertical occupational segregation requires implementing policies and practices that promote diversity, equity, and inclusion in the workplace, as well as challenging societal norms and biases related to gender and occupation.

Further reading

Petruchenia H.H.; Vorovka M.I. (2014) "Gender issues of Ukrainian higher education", Chemistry, 23(5), pp. 655-664. Ministry of Education, Youth and Science (GRPI). DOI: [htttp://doi.org/ ]

Domagala W. (2018) "Measuring gender occupational segregation: OECD countries in comparative perspective", Ekonomista, 2018-January(6), pp. 682-718. Polish Economic Society. DOI: [htttp://doi.org/ ]

Newman C.; Nayebare A.; Neema S.; Agaba A.; Akello L.P. (2021) "Uganda’s response to sexual harassment in the public health sector: from “Dying Silently” to gender transformational HRH policy", Human Resources for Health, 19(1), pp. -. BioMed Central Ltd. DOI: [htttp://doi.org/10.1186/s12960-021-00569-0 10.1186/s12960-021-00569-0]