Workforce segregation

Date and country of first publication

1989
United States

Definition

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 ©.

Workforce segregation refers to the division of employees based on characteristics such as race, gender, age, or disability. It is the practice of separating individuals into different work roles, departments, or positions based on their membership in a particular group.

Historically, workforce segregation has been most commonly associated with racial segregation, where individuals of different races are separated into different job categories or denied access to certain industries or professions. This form of segregation has been a significant issue throughout history, most notably during the period of racial discrimination in the United States known as Jim Crow segregation.

Gender segregation is another prevalent form of workforce segregation, where certain professions or industries are predominantly dominated by one gender. For example, nursing and teaching have traditionally been seen as female-dominated professions, while engineering and technology fields have been male-dominated. This form of segregation often results from social norms and stereotypes surrounding gender roles.

Age segregation can also occur in the workforce, where individuals of different age groups are separated into different job roles or departments. Older workers may be concentrated in certain industries or positions, while younger workers may be more likely to be found in others. This can be due to factors such as experience, technology adoption, or generational differences.

Workforce segregation is generally seen as a negative phenomenon, as it can contribute to inequality, discrimination, and limited opportunities for certain individuals or groups. Efforts to address workforce segregation often involve promoting diversity and inclusion in hiring practices, equal opportunity policies, and creating inclusive workplaces where individuals are judged based on their skills, qualifications, and abilities rather than their demographic characteristics.

Further reading

La Croix S.J.; Fishback P.V. (1989) "Firm specific evidence on racial wage differentials and workforce segregation in Hawaii's sugar industry", Explorations in Economic History, 26(4), pp. 403-423. . DOI: [htttp://doi.org/10.1016/0014-4983(89)90016-8 10.1016/0014-4983(89)90016-8]

Shirlow P. (2006) "Measuring workforce segregation: Religious composition of private sector employees at individual sites in Northern Ireland", Environment and Planning A, 38(8), pp. 1545-1559. . DOI: [htttp://doi.org/10.1068/a3840 10.1068/a3840]

Alksnis C.; Desmarais S.; Curtis J. (2008) "Workforce segregation and the gender wage gap: Is "women?s" work valued as highly as "men?s"?", Journal of Applied Social Psychology, 38(6), pp. 1416-1441. . DOI: [htttp://doi.org/10.1111/j.1559-1816.2008.00354.x 10.1111/j.1559-1816.2008.00354.x]

D'Amico D.; Pawlewicz R.J.; Earley P.M.; McGeehan A.P. (2017) "Where are all the black teachers? Discrimination in the teacher labor market", Harvard Educational Review, 87(1), pp. 26-49. Harvard University. DOI: [htttp://doi.org/10.17763/1943-5045-87.1.26 10.17763/1943-5045-87.1.26]

van Ham M.; Uesugi M.; Tammaru T.; Manley D.; Janssen H. (2020) "Changing occupational structures and residential segregation in New York, London and Tokyo", Nature Human Behaviour, 4(11), pp. 1124-1134. Nature Research. DOI: [htttp://doi.org/10.1038/s41562-020-0927-5 10.1038/s41562-020-0927-5]