Vertical gender segregation

Date and country of first publication

1992
United Kingdom

Definition

Vertical gender segregation refers to the unequal distribution of men and women in different levels and positions within an organization or industry. This type of segregation occurs when men and women are concentrated in different types of jobs, with men more likely to occupy higher managerial or leadership roles, while women are more likely to hold lower-level or support positions. This form of segregation reinforces gender stereotypes and limits women's opportunities for advancement and equal representation in the workforce. Efforts to address vertical gender segregation include equal opportunity policies, mentorship programs, and initiatives to promote gender diversity in leadership roles.

Notes

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 ©.

Further reading

Devine F. (1992) Gender segregation in the engineering and science professions: A case of continuity and change. Work Employment & Society, 6(4), 557-575. [1]

Jordan E. (2002) Suitable and remunerative employment': The feminization of hospital dispensing in late nineteenth century England. Social History of Medicine, 15(3), 429-456. [2]

Crompton R., le Feuvre N. (2003) Continuity and change in the gender segregation of the medical profession in Britain and France. International Journal of Sociology and Social Policy, 23(4-5), 36-58. [3]

Watts M.J. (2005) On the conceptualisation and measurement of horizontal and vertical occupational gender segregation. European Sociological Review, 21(5), 481-488. [4]

Opre A., Opre D. (2006) The gender sterotype threat and the academic performance of women's university teaching staff. Journal for the Study of Religions and Ideologies, 5(14), 41-50. [5]

Verdonk P., de Rijk A. (2008) Career success and well being of Dutch employees (M/F); [Loopbaansucces en welbevinden van Nederlandse werknemers M/V]. Gedrag en Organisatie, 21(4), 451-474. [6]

Poggio B. (2010) Vertical segregation and gender practices. Perspectives of analysis and action. Gender in Management: An International Journal, 25(6), 428-437. [7]

Kosyakova Y., Kurakin D., Blossfeld H.-P. (2014) Horizontal and Vertical Gender Segregation in Russia Changes upon Labour Market Entry before and after the Collapse of the Soviet Regime. European Sociological Review, 31(5), 573-590. Oxford University Press.[8]

Longarela I.R. (2017) Explaining vertical gender segregation: a research agenda. Work, Employment and Society, 31(5), 861-871. SAGE Publications Ltd.[9]

Babcock L., Recalde M.P., Vesterlund L., Weingart L. (2017) Gender differences in accepting and receiving requests for tasks with low promotability. American Economic Review, 107(3), 714-747. American Economic Association.[10]

Shurchkov O., Eckel C.C. (2017) Gender differences in behavioral traits and labor market outcomes. The Oxford Handbook of Women and the Economy, 481-512. Oxford University Press.[11]

Ermiş-Mert A. (2017) Gendered jobs and occupational prestige in Turkey: Women in the hierarchy elevator. Asian Journal of Women's Studies, 23(4), 442-472. Taylor and Francis Ltd.[12]

Tellhed U., Jansson A. (2018) Communicating gender equality progress, reduces social identity threats for women considering a research career. Social Sciences, 7(2), -. MDPI AG.[13]

Tellhed U., Jansson A. (2018) Communicating gender equality progress, reduces social identity threats for women considering a research career. Social Sciences, 7(2), -. MDPI AG.[14]

Craig K., Hallaq T. (2019) Gender in local television news presentation: An analysis of TV news markets in the US Northwest. Journal of Applied Journalism and Media Studies, 8(1), 45-64. Intellect Ltd..[15]

Rinaldi A., Salerno I. (2020) The tourism gender gap and its potential impact on the development of the emerging countries. Quality and Quantity, 54(5-6), 1465-1477. Springer Science and Business Media B.V..[16]

Rudakov V.N., Prakhov I.A. (2021) Gender differences in pay among university faculty in Russia. Higher Education Quarterly, 75(2), 278-301. Blackwell Publishing.[17]

Havelková B., Kosař D., Urbániková M. (2022) The Family Friendliness That Wasn't: Access, but Not Progress, for Women in the Czech Judiciary. Law and Social Inquiry, 47(4), 1106-1136. Cambridge University Press.[18]

Almer E.D., Harris M.K., Higgs J.L., Rakestraw J.R. (2022) Gender equity in public accounting: Evidence from single audit partner and director engagement leaders. Journal of Accounting and Public Policy, 41(3), -. Elsevier Inc..[19]

Naukkarinen J., Bairoh S. (2022) Gender differences in early careers of Finnish engineers. Proceedings - Frontiers in Education Conference, FIE, 2022-October(), -. Institute of Electrical and Electronics Engineers Inc..[20]

Meschitti V., Marini G. (2023) The balance between status quo and change when minorities try to access top ranks: a tale about women achieving professorship. Gender in Management, 38(1), 17-35. Emerald Publishing.[21]