Skill segregation

Date and country of first publication

2008
Spain

Definition

Skill segregation refers to the practice of separating employees into different groups based on their skills and abilities. This can be done for various reasons, such as to optimize productivity, ensure that tasks are completed efficiently, or create a more specialized workforce.

While skill segregation can be beneficial in some cases, such as in industries where specific expertise is required, it can also lead to issues such as limited cross-training opportunities, reduced communication between different skill groups, and potential lack of diversity in problem-solving approaches.

It is important for organizations to carefully consider the potential impact of skill segregation on their workforce and to ensure that they are also fostering collaboration and team integration among employees with different skills and abilities. This can help to create a more flexible, creative, and adaptable workforce that is better equipped to meet the organization's goals and challenges.

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 ©.

Skill segregation appears in the following literature

Cabrales A., Calvó-Armengol A. (2008). Interdependent preferences and segregating equilibria. Journal of Economic Theory, 139(1), 99-113. https://doi.org/10.1016/j.jet.2007.08.003

Cabrales A., Calvó-Armengol A. (2008). Interdependent preferences and segregating equilibria. Journal of Economic Theory, 139(1), 99-113. https://doi.org/10.1016/j.jet.2007.08.003

Cabrales A., Calvó-Armengol A., Pavoni N. (2008). Social preferences, skill segregation, and wage dynamics. Review of Economic Studies, 75(1), 65-98. https://doi.org/10.1111/j.1467-937X.2007.00460.x

Cabrales A., Calvó-Armengol A., Pavoni N. (2008). Social preferences, skill segregation, and wage dynamics. Review of Economic Studies, 75(1), 65-98. https://doi.org/10.1111/j.1467-937X.2007.00460.x

Cabrales A. (201). The causes and economic consequences of envy. SERIEs, 1(4), 371-386. Springer Verlag.https://doi.org/10.1007/s13209-010-0028-1

Cabrales A. (201). The causes and economic consequences of envy. SERIEs, 1(4), 371-386. Springer Verlag.https://doi.org/10.1007/s13209-010-0028-1

Schlitte F. (2012). Local human capital, segregation by skill, and skill specific employment growth. Papers in Regional Science, 91(1), 85-106. https://doi.org/10.1111/j.1435-5957.2011.00373.x

Li H., Campbell H., Fernandez S. (2013). Residential Segregation, Spatial Mismatch and Economic Growth across US Metropolitan Areas. Urban Studies, 50(13), 2642-2660. https://doi.org/10.1177/0042098013477697

Dütsch M., Struck O. (2014). Employment trajectories in Germany: do firm characteristics and regional disparities matter?; [Erwerbsverläufe in Deutschland: Zur Bedeutung betrieblicher Charakteristika und regionaler Disparitäten]. Journal for Labour Market Research, 47(1-2), 107-127. Springer Berlin Heidelberg.https://doi.org/10.1007/s12651-014-0156-3

Böttcher F., Niebuhr A., Schlitte F., Diez J.R. (2014). The determinants of regional disparities in skill segregation: Evidence from german regions. Advances in Spatial Science, 78(), 173-196. Springer International Publishing.https://doi.org/10.1007/978-3-642-37819-5_8

Dütsch M., Ganesch F., Struck O. (2019). Employment trajectories in heterogeneous regions: Evidence from Germany. Advances in Life Course Research, 40(), 43-84. Elsevier Ltd.https://doi.org/10.1016/j.alcr.2019.03.002