Employment segregation

1979
united states

Employment segregation refers to the unequal distribution of job opportunities based on certain characteristics such as gender, race, ethnicity, age, or disability. It occurs when certain groups of people are disproportionately represented in specific types of jobs or industries, while others are excluded or restricted from these opportunities.

Historically, employment segregation has been prevalent in many societies, particularly in relation to gender and race. For example, women have traditionally been limited to certain occupations such as teaching, nursing, or secretarial work, while men have dominated fields like engineering, construction, or upper-level management. Similarly, racial segregation in employment has led to minorities being underrepresented in certain industries or relegated to lower-paying jobs with less growth potential.

There are various factors that contribute to employment segregation, including societal norms, stereotypes, prejudice, and discrimination. These obstacles can create barriers for individuals seeking equal access to job opportunities, fair treatment, and career advancement.

Employment segregation has negative consequences for both individuals and society as a whole. It perpetuates inequality, limits economic mobility, and hampers social progress. It also results in a lack of diversity, which can hinder innovation, creativity, and problem-solving within organizations.

Efforts to address employment segregation include implementing anti-discrimination laws, affirmative action policies, and diversity and inclusion initiatives. These aim to promote equal access, opportunity, and representation for all individuals, regardless of their gender, race, or other characteristics.

However, despite these efforts, employment segregation still persists in many parts of the world. Ongoing challenges in achieving true equality in the labor market require continued advocacy, education, and policy interventions to create inclusive and diverse workplaces.

Further reading

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Madia J.E.; Nicodemo C.; Redding S. (2022) "ETHNICITY AND INEQUALITY DURING THE COVID 19 PANDEMIC IN THE UK", Contributions to Economic Analysis, 296(), pp. 143-158. Emerald Group Holdings Ltd.. DOI: 10.1108/S0573-855520220000296012

Aneja A.; Xu G. (2022) "The Costs of Employment Segregation: Evidence from the Federal Government Under Woodrow Wilson", Quarterly Journal of Economics, 137(2), pp. 911-958. Oxford University Press. DOI: 10.1093/qje/qjab040

Jefferys S. (2020) "Labour market, work and employment segregation by race", Handbook of the Politics of Labour, Work and Employment, 375-397. Edward Elgar Publishing Ltd.. DOI: 10.4337/9781784715694.00027

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Piłatowska M.; Witkowska D. (2022) "Gender Segregation at Work over Business Cycle Evidence from Selected EU Countries", Sustainability (Switzerland), 14(16), pp. -. MDPI. DOI: 10.3390/su141610202

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Marucco C. (2020) "Integration and Segregation through Leisure: The Case of Finnish Somalis in Turku", Nordic Journal of Migration Research, 10(3), pp. 90-104. Helsinki University Press. DOI: 10.33134/NJMR.327

Liu J. (2019) "What does in work poverty mean for women: Comparing the gender employment segregation in Belgium and China", Sustainability (Switzerland), 11(20), pp. -. MDPI. DOI: 10.3390/su11205725

Liu J. (2019) "What does in work poverty mean for women: Comparing the gender employment segregation in Belgium and China", Sustainability (Switzerland), 11(20), pp. -. MDPI. DOI: 10.3390/su11205725

Ferguson J.-P.; Koning R. (2018) "Firm Turnover and the Return of Racial Establishment Segregation", American Sociological Review, 83(3), pp. 445-474. SAGE Publications Ltd. DOI: 10.1177/0003122418767438

Ferguson J.-P.; Koning R. (2018) "Firm Turnover and the Return of Racial Establishment Segregation", American Sociological Review, 83(3), pp. 445-474. SAGE Publications Ltd. DOI: 10.1177/0003122418767438

Ferguson J.-P. (2015) "The control of managerial discretion: Evidence from unionization’s impact on employment segregation", American Journal of Sociology, 121(3), pp. 675-721. University of Chicago Press. DOI: 10.1086/683357

Langfeldt B. (2014) "The influence of career planning, career strategies and organisational conditions on gender disparities in the career of mathematicians and physicists", Paths to Career and Success for Women in Science: Findings from International Research, 221-240. Springer Fachmedien. DOI: 10.1007/978-3-658-04061-1_13

Stainback K.; Tomaskovic-Devey D. (2012) "Documenting desegregation: Racial and gender segregation in private sector employment since the civil rights act", Documenting Desegregation: Racial and Gender Segregation in Private-Sector Employment Since the Civil Rights Act, 1-378. Russell Sage Foundation. DOI: [1]

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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

Chan K.W. (2011) "Women and Housing Organisations", International Encyclopedia of Housing and Home, 282-288. Elsevier. DOI: 10.1016/B978-0-08-047163-1.00491-4

Tomaskovic-Devey D.; Zimmer C.; Stainback K.; Robinson C.; Taylor T.; McTague T. (2006) "Documenting desegregation: Segregation in American workplaces by race, ethnicity, and sex, 1966 2003", American Sociological Review, 71(4), pp. 565-588. American Sociological Association. DOI: 10.1177/000312240607100403

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Dewar D.M. (2000) "Gender impacts on health insurance coverage: Findings for unmarried full time employees", Women's Health Issues, 10(5), pp. 268-277. . DOI: 10.1016/S1049-3867(00)00053-0

Taylor J. (1993) "Industry Segregation among Employed Aborigines and Torres Strait Islanders", Journal of Sociology, 29(1), pp. 3-20. . DOI: 10.1177/144078339302900101

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