Gender job segregation

Date and country of first publication

1999
United States

Definition

Gender job segregation refers to the unequal distribution of men and women in different occupations and industries. It is a phenomenon where certain jobs are predominantly performed by one gender, while others are predominantly performed by the other gender. This segregation can be seen across various sectors such as healthcare, education, engineering, and finance.

Traditionally, women have been overrepresented in fields such as nursing, teaching, and administrative roles, whereas men have been overrepresented in fields such as engineering, IT, and construction. This division of labor is often influenced by societal expectations, cultural norms, and stereotypes regarding gender roles and abilities.

Gender job segregation can have several negative consequences. It restricts individuals' choices and opportunities, limiting career options for both men and women. It can lead to the devaluation and underpayment of certain professions associated with women, known as the "pink-collar" jobs, while higher-paying professions remain dominated by men. This contributes to the gender pay gap, where women tend to earn less than men for similar work.

Efforts to reduce gender job segregation include promoting gender equality in hiring and talent development, challenging stereotypes and biases, providing equal access to education and training, and implementing policies that support work-life balance for both men and women. By breaking down gender barriers, societies can create more inclusive and diverse workplaces that benefit individuals and the economy as a whole.

Synonyms

The following terms are synonymous with gender job segregation:

gendered job segregation; job gender segregation.

References and literature addressing this segregation form under these synonymous terms can be found below.

Related segregation forms

Gender job segregation is frequently discussed in the literature with the following segregation forms:

job segregation, occupational gender segregation, gender segregation

This visualization is based on the study The Multidisciplinary Landscape of Segregation Research.

For the complete network of interrelated segregation forms, please refer to:

• First year of publication

• Louvain clusters

• Betweenness centrality

• Disciplines in which segregation forms first emerged (Scopus database).

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 ©.

Gender job segregation appears in the following literature

Mencken F.C., Winfield I. (1999). Employer recruiting and the gender composition of jobs. Sociological Focus, 32(2), 201-220. https://doi.org/10.1080/00380237.1999.10571135

Hara H. (2018). The gender wage gap across the wage distribution in Japan: Within and between establishment effects. Labour Economics, 53(), 213-229. Elsevier B.V..https://doi.org/10.1016/j.labeco.2018.04.007

Seguino S., Braunstein E. (2019). The Costs of Exclusion: Gender Job Segregation, Structural Change and the Labour Share of Income. Development and Change, 50(4), 976-1008. Blackwell Publishing Ltd.https://doi.org/10.1111/dech.12462

Tverdostup M. (202). Skills utilisation and gender: Estonian case study. Labour Market Institutions and Productivity: Labour Utilisation in Central and Eastern Europe, 164-187. Taylor and Francis.https://doi.org/10.4324/9781003009658-10

Alsarhan F., Ali S., Weir D., Valax M. (2021). Impact of gender on use of wasta among human resources management practitioners. Thunderbird International Business Review, 63(2), 131-143. Wiley-Liss Inc..https://doi.org/10.1002/tie.22186

Campero S. (2021). Hiring and Intra occupational Gender Segregation in Software Engineering. American Sociological Review, 86(1), 60-92. SAGE Publications Ltd.https://doi.org/10.1177/0003122420971805