Occupational segregation

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. These demographic characteristics often intersect.[2] While a job refers to an actual position in a firm or industry, an occupation represents a group of similar jobs that require similar skill requirements and duties. Many occupations are segregated within themselves because of the differing jobs, but this is difficult to detect in terms of occupational data.[3] Occupational segregation compares different groups and their occupations within the context of the entire labor force.[4] The value or prestige of the jobs are typically not factored into the measurements.[5]

Occupational segregation levels differ on a basis of perfect segregation and integration. Perfect segregation occurs where any given occupation employs only one group. Perfect integration, on the other hand, occurs where each group holds the same proportion of positions in an occupation as it holds in the labor force.[6]

Many scholars, such as Biblarz et al., argue that occupational segregation often occurs in patterns, either horizontally (across occupations) or vertically (within the hierarchy of occupations) and is most likely caused by gender-based discrimination.[7] However, in the past, occupational segregation with regards to race has not been well researched, with many studies choosing to compare two groups instead of multiple. Due to the fact that different genders of different racial/ethnic backgrounds experience different obstacles, measuring occupational segregation is more nuanced.[2] Ultimately, occupational segregation results in wage gaps and the loss of opportunities for capable candidates who are overlooked because of their gender and race.[8][9]

  1. ^ Bergmann 1981.
  2. ^ a b Alonso-Villar, Olga; Rio, Coral Del; Gradin, Carlos (2012). "The Extent of Occupational Segregation in the United States: Differences by Race, Ethnicity, and Gender". Industrial Relations: A Journal of Economy and Society. 51 (2): 179–212. doi:10.1111/j.1468-232X.2012.00674.x. ISSN 1468-232X. S2CID 154675302.
  3. ^ MAUME, DAVID J. (November 1999). "Glass Ceilings and Glass Escalators". Work and Occupations. 26 (4): 483–509. doi:10.1177/0730888499026004005. ISSN 0730-8884. S2CID 145308055.
  4. ^ Von Lockette, Niki Dickerson; Spriggs, William E. (January 2016). "Wage Dynamics and Racial and Ethnic Occupational Segregation among Less-Educated Men in Metropolitan Labor Markets". The Review of Black Political Economy. 43 (1): 35–56. doi:10.1007/s12114-015-9222-5. ISSN 0034-6446. S2CID 153954367.
  5. ^ Gradín, Carlos (2012-09-06). "Conditional occupational segregation of minorities in the US". The Journal of Economic Inequality. 11 (4): 473–493. doi:10.1007/s10888-012-9229-0. ISSN 1569-1721. S2CID 59583403.
  6. ^ Weeden 2007.
  7. ^ Biblarz, Bengtson & Bucur 1996.
  8. ^ Cite error: The named reference :1 was invoked but never defined (see the help page).
  9. ^ Pothier, David (2017-12-28). "Occupational Segregation and the (Mis)allocation of Talent". The Scandinavian Journal of Economics. 120 (1): 242–267. doi:10.1111/sjoe.12206. ISSN 0347-0520. S2CID 157046831.

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