Worksite segregation

Date and country of first publication^[1][edit | edit source]

2010
United States

Definition[edit | edit source]

Worksite segregation refers to the separation of workers based on their gender, race, ethnicity, or other characteristics within a workplace. This segregation can occur in various forms, including:

1. Occupational segregation: Certain occupations or job roles are disproportionately filled by individuals of certain gender or racial groups. This can be due to social norms, discrimination, or historical factors. For example, nursing and teaching jobs are often associated with women, while engineering and science fields are often dominated by men.

2. Pay segregation: Workers from different demographic backgrounds may be paid different salaries or wages for performing the same work. This can contribute to overall income inequality and perpetuate existing disparities.

3. Hierarchical segregation: Certain positions or levels of authority within an organization may be predominantly held by individuals from a specific group. This can create a lack of diversity and limit representation at higher levels of management or decision-making.

4. Spatial segregation: Some workplaces have physical separations or divisions based on workers' characteristics. This can manifest as separate facilities, restrooms, or workstations for different groups, often reflecting historical or cultural biases.

Worksite segregation is detrimental for several reasons:

1. Inequality: Segregation perpetuates existing inequalities by limiting opportunities for individuals from underrepresented groups to advance and succeed in their careers.

2. Discrimination: Segregated work environments can foster discrimination, bias, and stereotypes. This can lead to exclusion, harassment, and unequal treatment of certain employees.

3. Lack of diversity: Segregation results in a lack of diversity, which hampers organizational performance and innovation. Diverse teams with varied perspectives and experiences are often proven to be more creative and productive.

4. Economic implications: Segregation can lead to an inefficient allocation of human capital. Qualified individuals may be excluded from certain industries or occupations, leading to a mismatch between available jobs and the talent pool.

Efforts to address worksite segregation typically involve promoting diversity and inclusion through policies and practices that encourage equal opportunity, fair compensation, and unbiased recruitment and promotion processes. This can include implementing affirmative action programs, unconscious bias training, and diversity and inclusion initiatives.

Related segregation forms[edit | edit source]

Worksite segregation is frequently discussed in the literature with the following segregation forms:

occupational 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).

References[edit | edit source]

Notes[edit | edit source]

↑ Date and country of first publication as informed by the Scopus database (December 2023).

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 ©.