8.1 Occupational segregation and gendered division of labor
3 min read•july 22, 2024
The workforce remains divided along gender lines, with women and men often concentrated in different occupations. This segregation stems from historical patterns, socialization, and ongoing discrimination. It impacts wages, career advancement, and reinforces stereotypes about gender roles and abilities.
Efforts to increase gender diversity in the workforce include challenging stereotypes, promoting equitable workplace policies, and legal interventions. Education, mentorship programs, and collective action also play crucial roles in breaking down occupational barriers and creating more inclusive work environments for all genders.
Occupational Segregation and Gendered Division of Labor
Patterns of occupational gender segregation
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Top images from around the web for Patterns of occupational gender segregation
Frontiers | Traditional Gender Role Beliefs and Career Attainment in STEM: A Gendered Story? View original
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Introduction to Diversity – Professional Communications View original
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Frontiers | The Multiple Dimensions of Gender Stereotypes: A Current Look at Men’s and Women’s ... View original
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Frontiers | Traditional Gender Role Beliefs and Career Attainment in STEM: A Gendered Story? View original
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Historical patterns confine women to domestic roles and "feminine" occupations
Teaching, nursing, secretarial work seen as traditionally female jobs
Men dominate "masculine" occupations like manufacturing, construction, management
Contemporary patterns show persistence of gender-based
Women overrepresented in service, education, healthcare sectors (retail, teaching, nursing)
Men overrepresented in STEM fields, trades, leadership positions (engineering, plumbing, executive roles)
Gradual shifts towards greater gender diversity emerging in some fields
Increasing representation of women in medicine, law, business (female doctors, lawyers, managers)
Men entering traditionally female-dominated occupations like nursing and teaching
Factors in gendered labor division
Socialization and gender norms shape career expectations
Traditional gender roles view women as nurturers and caregivers
Men seen as breadwinners and decision-makers
Gendered socialization influences education and career choices (girls encouraged in arts, boys in math)
Discrimination and bias contribute to segregation
Overt and subtle forms of gender discrimination in hiring and promotion
Unconscious biases and stereotypes influence perceptions of competence and suitability (assuming women less capable in STEM)
Structural and institutional barriers maintain division
Lack of support for work-life balance, particularly for women
Limited access to affordable childcare and parental leave policies
Male-dominated networks and mentorship opportunities exclude women
Gendered workplace cultures and practices discourage diversity (masculine culture in finance)
Impact of segregation on careers
Wage disparities and result from segregation
Women earn less than men in comparable positions (female-dominated jobs pay less)
Undervaluation of female-dominated occupations like teaching and nursing
Limited career advancement opportunities for women
"" effect limits women's access to leadership roles
Lack of mentorship and sponsorship for women in male-dominated fields (few female role models in tech)
Reinforcement of gender stereotypes and biases
Perpetuates gendered assumptions about skills and abilities (women seen as less analytical)
Reduces exposure to diverse perspectives and experiences
Strategies for workforce gender diversity
Education and awareness-raising combat stereotypes
Challenging gender stereotypes and biases from an early age (media literacy)
Encouraging diverse career aspirations and choices for all genders
Workplace policies and practices promote equity
Implementing fair hiring and promotion processes
Blind resume screening and structured interviews reduce bias
Establishing mentorship and sponsorship programs for underrepresented genders
Promoting work-life balance and family-friendly policies (flexible schedules, onsite childcare)
Legal and policy interventions mandate change
Enforcing anti-discrimination laws and regulations (Title VII)
Implementing and
Mandating pay transparency and equity (salary history bans)
Empowerment and collective action drive progress
Supporting women's professional networks and organizations (Women in Tech groups)
Encouraging allyship and advocacy from men in leadership positions
Fostering a culture of inclusion and respect in the workplace