Workplace sex segregation

2001
united states

Workplace sex segregation refers to the division of workforce based on gender, where certain occupations or industries are predominantly filled by one sex over the other. This phenomenon can be seen in various sectors such as nursing, teaching, construction, engineering, and information technology.

There are several factors contributing to workplace sex segregation, including societal expectations, stereotypical gender roles, occupational stereotypes, discrimination, and personal preferences. For example, the perception that certain jobs are better suited for a specific gender, or the belief that men are more inclined towards physically demanding work or women are better at caregiving roles, can perpetuate sex segregation.

This segregation has both economic and social implications. Economically, it leads to a concentration of men or women in specific fields, which can limit opportunities for the underrepresented sex and hinder diversity in the workforce. It can also create wage gaps, as jobs dominated by one sex are often undervalued and paid less compared to jobs filled by the other sex.

Socially, workplace sex segregation reinforces gender stereotypes and hinders efforts towards gender equality. It can create a hostile work environment based on gender, perpetuate prejudice and bias, and limit opportunities for skill development and career advancement.

Efforts to address workplace sex segregation include implementing policies and practices that promote diversity and inclusion, providing gender-sensitive career guidance, challenging stereotypes and biases, and encouraging employers to actively recruit and retain employees from underrepresented sexes in traditionally segregated sectors.

By breaking down gender barriers in the workplace and promoting equal opportunities for all, organizations can foster a more inclusive and diverse work environment that benefits both employees and the overall economy.

Further reading

Crowley M. (2013) "Gender, The Labor Process And Dignity At Work", Social Forces, 91(4), pp. 1209-1238. . DOI: 10.1093/sf/sot042

Kmec J.A.; McDonald S.; Trimble L.B. (2010) "Making gender fit and "correcting" gender misfits: Sex segregated employment and the nonsearch process", Gender and Society, 24(2), pp. 213-236. SAGE Publications Inc.. DOI: 10.1177/0891243209360531

Stainback K.; Kwon S. (2012) "Female leaders, organizational power, and sex segregation", Annals of the American Academy of Political and Social Science, 639(1), pp. 217-235. . DOI: 10.1177/0002716211421868

Kmec J.A. (2008) "The process of sex segregation in a gender typed field: The case of male nurses", Sociological Perspectives, 51(2), pp. 259-279. . DOI: 10.1525/sop.2008.51.2.259

Kumlin J. (2007) "The sex wage gap in Japan and Sweden: The role of human capital, workplace sex composition, and family responsibility", European Sociological Review, 23(2), pp. 203-221. . DOI: 10.1093/esr/jcl029

Cognard-Black A.J. (2004) "Will They Stay, or Will They Go? Sex Atypical Work among Token Men who Teach", Sociological Quarterly, 45(1), pp. 113-139. Blackwell Publishing Inc.. DOI: 10.1111/j.1533-8525.2004.tb02400.x

South S.J. (2001) "Time dependent effects of wives' employment on marital dissolution", American Sociological Review, 66(2), pp. 226-245. American Sociological Association. DOI: 10.2307/2657416