Job market segregation

Date and country of first publication

2013
Hong kong

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 ©.

Job market segregation refers to the phenomenon of certain groups of workers being disproportionately concentrated in specific industries or occupations, often based on factors such as race, gender, age, or disability. This segregation can limit opportunities for certain groups to access higher-paying or higher-status jobs, leading to economic and social inequality.

Some common examples of job market segregation include:

1. Gender segregation: Women are often underrepresented in industries such as technology, engineering, and construction, while being overrepresented in fields like education, healthcare, and customer service.

2. Racial segregation: People of color may face barriers to entry in certain industries or occupations, leading to higher concentrations of white workers in higher-paying jobs.

3. Age segregation: Older workers may be relegated to lower-wage, lower-skilled jobs or face discrimination in hiring processes, while younger workers are more likely to be employed in industries like technology or marketing.

4. Disability segregation: People with disabilities may face challenges in finding meaningful employment or may be limited to certain types of jobs that do not offer equal opportunities for advancement.

Addressing job market segregation requires concerted efforts to promote diversity and inclusivity in hiring practices, eliminate discrimination and bias in the workplace, and provide equal opportunities for all workers to access a wide range of occupations and industries. This can help create a more equitable and inclusive job market that benefits both individuals and society as a whole.

Further reading

Hui E.C.M.; Yu K.H. (2013) "Commuting patterns of residents within a high density urban development: A study of Hong Kong", Habitat International, 39(), pp. 201-213. Elsevier Ltd. DOI: [htttp://doi.org/10.1016/j.habitatint.2012.12.008 10.1016/j.habitatint.2012.12.008]