What is Occupational Segregation? Its Types and Examples?

Occupational segregation, also known as job segregation, occupational gender segregation, or occupational sex segregation, is a pressing issue of gender equality. Even though people from diverse demographic backgrounds become a victim of it but it is considered to play a major role in the gender wage gap.

The European Commission defined occupational gender segregation as “…the actual dominance of one sex in a particular occupation or workplace – or the higher share of one sex relative to the expected share…”.

Segregation at the workplace can be commonly observed at different occupational levels. Such as senior positions, mid-level positions, and junior or entry-level jobs. Occupational segregation can also be observed in different sectors, industries, and forms of employment.

However, the extent of occupational segregation varies in different levels and sectors. Some sectors and industries are overrepresented by one sex. Similarly, it has been observed that higher positions are generally male-dominated.

This over-representation or dominance of on gender results in occupational segregation and leads to gender pay gap and gender inequality.

Types of Occupational Segregation

It is important for us to understand occupational gender segregation because it promotes gender inequality. Segregation patterns allow us to evaluate the concentration of power and the dominance of gender in the workplace.

It has been observed that generally, women suffer from occupational segregation and therefore it limits their development opportunities to get better jobs that pay well. Different causes result in occupational segregation and these causes are discussed below.

Before discussing the causes, you should know the types of job segregation at the workplace.

There are two types of segregation that reinforce gender inequality. These are discussed below.

1. Horizontal Job Segregation

Horizontal segregation occurs when men and women are concentrated in different occupations.

The following table shows how industries and sectors are segregated by women and men.

Top 5 Occupations Globally Associated with Women and Men

The Global Gender Report 2023 published by the World Economic Forum identified the following industries dominated women and men.

The data showed the presentation of women in the workforce from the year 2016 to 2023.

2. Vertical Job Segregation  

This type of segregation occurs when women and men are grouped in different levels, grades, and positions.

For example, executive and higher management and senior-level positions are associated with men. On the contrary, women are confined to junior-level positions.

The following table gives an overview of the roles that are dominated by men and women.

Global Representation of Women in the Workforce

The figures below are taken from the LinkedIn Economic Growth platform. This is the global representation of women in the workforce across industries.

Examples of Occupational Segregation

The following are some of the examples that perpetuate occupational segregation and unequal pay among genders.

1. Gender Stereotyping

Career choices made by women and men are often based on gender stereotypes. Social and cultural patterns, attitudes, and expectations unintentionally guide us to choose certain things over others.

Gender stereotypes that influence our thoughts and behavior from a very young age leave a long-lasting impact on our lives.

For example, they make girls think that are best fitted to study subjects related to design, arts, biology, or home economics.

Similarly, boys are inclined to choose and study subjects such as maths, computer science, and physics. The gendered patterns are reflected at all levels of education and are later seen in the labor market.

Even if a boy or a girl chooses a different path they later face difficulties in finding a relevant job and to adjust at the workplace.

2. Flexible or Inflexible Working Practices

The availability of limited flexible working options is another example that perpetuates occuaptional segregation.

Despite motherhood responsibilities, globally women are significantly more likely to bear responsibilities to take care of sick, disabled, and older people.

To fulfill such responsibilities women look for jobs that offer flexible working conditions and require fewer hours of work. Only a few sectors and a handful of jobs offer such working conditions.

Additionally, executive, management, and senior positions are roles that usually require full-time work that has inflexible working hours. Hence, they reduce working options for women.

This whole scenario confines women with limited options to do part-time jobs. These are generally low-grade jobs that offer low pay and reinforces occupational segregation.

3. Undervaluation of Women Dominiated Roles

One another example of occupational segregation is the undervaluation of the work that women perform.

The work that women end up doing to balance their personal and professional lives is generally undervalued. The sectors that offer such jobs pay less because they are dominated by women.

Historically, women have been executing caring, cleaning, and catering tasks in homes. So, one assumption is that the skills required for such jobs are inherited by women. hence, they are considered low-status and offer less money.

On the contrary, tasks that are historically associated with men such as manufacturing, plumbing, and crafting pay comparatively more. These so-called ‘men’s work’ is undervalued and considered low-status.

The work that is different but has equal value in terms of nature, decision-making, skills, and training should be not undervalued and should have equal significance.

4. Workplace Culture

Men are assumed to have leadership qualities and they are considered well-suited for leadership roles and managerial positions. On the other hand, women are seen as best fit for roles that require care and teaching.

Additionally, after a woman becomes a mother it is assumed that she will not be interested in leadership roles.

The biasness in recruitment practices and career advancement opportunities strengthens barriers for women’s progression. Ultimately, it leads to occupational segregation and increases the gender pay gap.

5. Discrimination in Promotion and Career Advancement

Generally, women face discrimination in promotion practices. Because women are considered less suitable for decision-making roles. Therefore, generally the first choice for promotion is men.

Also, women are generally not the first choice for training skills upgradation. These norms are unseen obstacles that women face, which limits their growth chances. Consequently, women face discrimination and become victims of occupational segregation.

Conclusion

Occupational segregation is a reality that can’t be ignored. Women are the ones that are directly impacted by the discrimination that occurs because of this segregation.

It is imperative to consider the work done, which should be valued without associating it with any gender. Along with this, when hiring or promoting people skills and competence should matter not a person’s sex or gender.

Have you witnessed occupational segregation at your workplace? Tell us in the comment below.

FAQ

What are the Types of Occupational Segregation?

There are two types of occupational segregation.

1. Horizontal Segregation: occurs when men and women are clustered in different industries and sectors.
2. Vertical Segregation: occurs when a gender is associated with different levels and positions of jobs in a company.

Which industries have the highest gender pay gap?

In the U.S. the gender pay gap is higher in the finance industry, physical labor jobs such as plumbing, welding and truck driving etc, and among judicial workers (U.S. Department of Labor, 2021).

Which industries have the smallest gender pay gap?

In the U.S. the gender pay gap is smallest among social workers, biological scientists, paralegals, teachers for special education and fast-food workers (U.S. Department of Labor, 2021).