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Occupational segregation is the distribution of workers across and within occupations, based upon demographic characteristics, most often gender. [1] Other types of occupational segregation include racial and ethnicity segregation, and sexual orientation segregation.
According to William A. Darity, Jr. and Patrick L. Mason, there is a strong horizontal occupational division in the United States on the basis of gender; in 1990, the index of occupational dissimilarity was 53%, meaning 53% of women or 47% of men would have to move to a different career field in order for all occupations to have equal gender ...
Occupational inequality is the unequal treatment of people based on gender, sexuality, age, disability, socioeconomic status, religion, height, weight, accent, or ethnicity in the workplace. When researchers study trends in occupational inequality they usually focus on distribution or allocation pattern of groups across occupations, for example ...
Black Women and White Women in the Professions: Occupational Segregation by Race and Gender, 1960–1980 (Perspectives on Gender) by N. Sokoloff (1992) Unequal Colleagues: The Entrance of Women into the Professions, 1890–1940 (Douglass Series on Women's Lives and the Meaning of Gender) by Penina Migdal Glazer and Miriam Slater (1987)
These expectations, in turn, gave rise to gender stereotypes that play a role in the formation of sexism in the work place, i.e., occupational sexism. [ 1 ] According to a reference, there are three common patterns associated with social role theory that might help explain the relationship between the theory and occupational sexism.
The Duncan Segregation Index is a measure of occupational segregation based on gender that measures whether there is a larger than expected presence of one gender over another in a given occupation or labor force by identifying the percentage of employed women (or men) who would have to change occupations for the occupational distribution of men and women to be equal.
Men who are discriminatory towards other genders are reluctant to enter female-dominated occupations because of this and similarly resist the entrance of women into male-dominated occupations. [37] One “Gender Segregation in Occupations” study in Singapore by journalist Jessica Pan, “found that men abandoned formerly all-male professions ...
According to the model, outcome of the occupational segregation is wage differentials between the two genders. The reasons for segregation may be socialization, individual decisions, or labor market discrimination. [29] Wage differentials occur when the job opportunities or demand for the female-dominated sector is less than the supply of women ...