Gender-based occupational segregation appears equally in developed and developing countries. To understand the issue this article examines the causes of occupational segregation. Occupational segregation is a broad topic that impacts individuals beyond their gender. Targeting job segregation beyond gender is key to providing better job opportunities to everyone. Whereas, focusing on gender fosters gender equality.
This article is focused on investigating the causes of occupational segregation based on gender. Therefore, other aspects that cause job segregation, such as race, religion, and ethnicity will not be discussed.
Patterns of employment segregation vary across countries. Along with this, job segregation in a country is a reflection of social and cultural norms and beliefs (England et al., 2007; Reskin and Maroto, 2011).
A greater number of female labor force doesn’t mean an increase in gender equality. If women are majorly employed in occupations that pay less then this might increase gender inequality. Employment segregation and the gender pay gap can also discourage women from joining the labor market.
Developing policies to address the issue requires understanding the main drivers of occupational segregation. The causes of occupational segregation are diverse and require evidence-based solutions.
1. Gender and Educational
Over the years, the gender gap in education has narrowed down to 95.2% (Global Gender Gap Report, 2023). Instead, globally more women than men have acquired tertiary education (Statista, 2023). Still, women are paid less and they face job segregation in the workplace.
The underlying reason directs to the educational system and the choice of subjects that boys and girls are recommended to study at a young age. Boys are considered good for STEM subjects. Hence, they are encouraged by their parents and teachers to choose and study Science, Math, Engineering, and Technology.
On the other hand, girls are inclined to study arts, humanities, and social sciences subjects. Segregation in educational streams later impact the industries in which men and women work.
2. Access and Control over Resource
Globally women make up to half of the world’s population (United Nations, n.d). Still, less than 20% of the land owners are women (UN Women, n.d). The gender gap in capital and property ownership is an outcome of a lack of inheritance and property rights and earnings in many countries.
The gender gap in access to and control over resources plays an important role in occupational segregation. No or limited hold over capital and resources leads to limited economic independence. Therefore, women’s ability to invest in upgrading their skills by attaining higher education or starting a venture is inhibited.
This leaves them with limited options to work in low-paying jobs. Hence they become a victim of job segregation and gender inequality.
3. Domestic Responsibilities
Women all over the world are primarily responsible for domestic work and childcare. To fulfill such responsibilities, women choose jobs that offer them flexibility.
Jobs that offer flexibility are part-time jobs that require no higher education and technical skills. This is also a reason that many women work at places that are below their skill and educational level.
The gender norms associated with fulfilling domestic responsibilities strengthen the practice of occupational segregation and indirectly benefit men.
Despite sharing domestic work men do full-time jobs that complement their education, skills, and experience. This whole process leads to job segregation, gender pay gap, and gender inequality.
4. Mobility and Safety
In many parts of the world, women are constrained to remain indoors. Social and cultural norms limit their mobility because of violence and safety issues.
These restrictions impact girls and women choosing schools, colleges, and universities to get higher education and better skills. Mobility restrictions and safety issues also impact their income activities to get better jobs or to engage in business activities outside the home.
Among others, lack of safety and fear of harassment also limit women from entering male-dominated sectors. This is the area that lacks research to explore and find answers to the problem.
Despite that, women also accept low-paid jobs because they are close to their homes, childcare facilities, and their children’s schools. Long mobility routes confine them to low-status part-time jobs.
5. Weaker Networks
With occupational segregation, women have professional connections that are limited to the industries and sectors they work in. This means they have smaller and weaker networks.
Small networks within particular industries reduce the possibility for women to seek mentorship and join new roles in new industries. It also limits their opportunities for referral and promotions.
6. Fewer Role Models
The association of women with specific industries results in fewer female role models in male-dominated industries. This perpetuates existing gender norms related to female-associated industries.
The lack of female role models influences the ability of newcomers to acquire new skills. It can also be a barrier to succeed in male-dominated industries and positions.
7. Recruitment Practices
The selection of words used in a job description can itself discourage female applicants. Even though some companies encourage diversity, others include ‘male preferred’ or ‘male only’ in job postings.
Along with this, gender preferences are attached to job roles. For instance, services, clerks, house-related jobs, or jobs related to care and assistance mention female preference in their job postings.
Moreover, women may face discrimination in the initial stages of classifying resumes. The hiring manager also prefers to use their connections and network when hiring for a position. In male-dominated industries, the possible referrals will be male applicants.
These practices don’t stop here. There are several other reasons that reduce the chances of hiring female applicants. It reinforces gender norms and strengthens existing gender imbalances.
8. Promotion and Career Advancement
Even though women are motivated to climb the corporate ladder but the workplace environment makes them believe otherwise.
Women in leadership positions play an important role in breaking the status quo in vertical occupational segregation. But women in these roles also face difficulties when negotiating salaries or promotions.
When entering the labor market, women are offered jobs that have less potential for growth. Not only this women and men are evaluated differently using different criteria for promotions and career advancement.
These norms are unseen obstacles that women face, which limits their growth chances. Consequently, women face discrimination and become victims of occupational segregation.
9. Workplace Culture
The working environment of an organization, office, factory, or industry is crucial that encourage or discourage women from providing their services.
Organizational policies and values that inhibit discrimination and harassment and promote safety and gender equality impact women’s likelihood of staying in a job. Such organizations play a significant role for women to increase their network and get mentorship even in male-dominated industries.
Along with this, companies and organizations that provide childcare facilities, flexible working hours, and parental leave provide a sense of inclusion for employees.
Industries and organizations that are considerate to provide a balanced life to their employees promote inclusion and discourage occupational segregation.
Concluding Remarks
The causes of occupational segregation can be cured by adopting gender-inclusive policies at the micro and macro levels.
On the one hand, governmental policies can provide a baseline that can force organizations and businesses to embrace gender equality at the workplace.
On the other hand, organizations and businesses should themselves demote occupational segregation. Hiring managers should be aware of the practices that perpetuate occupational segregation.
They should embrace recruitment practices that embrace gender equality at the workplace. Additionally, female presence in executive and managerial positions is also vital to break the dominance of men and to promote gender equality and equal pay opportunities for everyone.
Have you faced any of the causes of occupational segregation discussed above? Share your experience in the comments below.