Sex segregation in the workplace : trends, explanations, remedies / Barbara F. Reskin, editor ; Committee on Women's Employment and Related Social Issues, Commission on Behavioral and Social Sciences and Education, National Research Council.

Format:

Book

Contributor:

Reskin, Barbara F.

National Research Council (U.S.). Committee on Women's Employment and Related Social Issues.

Language:

English

Subjects (All):

Sex discrimination in employment--United States--Congresses.

Sex discrimination in employment.

Sex discrimination against women--United States--Congresses.

Sex discrimination against women.

Physical Description:

x, 313 p.

Edition:

1st ed.

Place of Publication:

Washington, D.C. : National Academy Press, 1984.

Language Note:

English

Summary:

How pervasive is sex segregation in the workplace? Does the concentration of women into a few professions reflect their personal preferences, the "tastes" of employers, or sex-role socialization? Will greater enforcement of federal antidiscrimination laws reduce segregation? What are the prospects for the decade ahead? These are among the important policy and research questions raised in this comprehensive volume, of interest to policymakers, researchers, personnel directors, union leaders--anyone concerned about the economic parity of women.

Contents:

Sex Segregation in the Workplace

Copyright

Contents

PREFACE

1 Introduction

EXTENT, TRENDS, AND PROJECTIONS FOR THE FUTURE

EXPLAINING SEGREGATION

REDUCING SEGREGATION

CONCLUSION

References

PART I EXTENT, TRENDS, AND PROJECTIONS FOR THE FUTURE

2 Trends in Occupational Segregation by Sex and Race, 1960-1981

MEASUREMENT AND DATA

TRENDS IN OCCUPATIONAL SEGREGATION, 1960-1981

COHORT DIFFERENCES IN OCCUPATIONAL SEGREGATION, 1971-1977

MAJOR COMPONENTS OF CHANGE IN THE OVERALL INDEX, 1972-1981

CHANGES IN THE SEX COMPOSITION OF OCCUPATIONS, 1960-1977

TRENDS IN THE SEX SEGREGATION OF OCCUPATIONS BY RACE, 1972-1981

MAJOR COMPONENTS OF CHANGE IN THE OVERALL INDEX BY RACE

ACKNOWLEDGMENTS

APPENDIX A

Data Sources

Comparability of Data

APPENDIX B

3 A Woman's Place is With Other Women: Sex Segregation Within Organizations

WHY ARE SOME FIRMS MORE SEGREGATED THAN OTHERS?

DATA AND METHODS

The Sample

The Documents

Operationalization

The Analysis

RESULTS

Descriptive Statistics

Multivariate Analyses

Deviant Cases: Moderately Desegregated Establishments

Large Establishments and Bureaucratic Segregation

Longitudinal Analyses: The Permanence of Sex Segregation

DISCUSSION

ACKNOWLEDGMENT

4 Job Changing And Occupational Sex Segregation: Sex And Race Comparisons

EXPLANATIONS OF SEX SEGREGATION

Labor Supply Explanations

Labor Demand Explanations

Reinforcement of Sex Segregation

EXPLANATION OF MOBILITY

Occupations and Sex Stereotyping

Individual Life Changes

Changes in Labor Demand

ORGANIZATION OF THE PAPER

DATA

DESCRIPTION OF OCCUPATIONAL SEX COMPOSITION AND EMPLOYER CHANGING

PREDICTING MOBILITY TO AND BETWEEN SEX-ATYPICAL OCCUPATIONS

Independent Variables

Results.

SUMMARY AND DISCUSSION

5 Commentary

6 Occupational Sex Segregation: Prospects For The 1980s

ASSUMPTIONS, DATA, AND METHODOLOGY

Linear Group Labor Force Projection (P1)

Linear Individual Labor Force Projection (P2)

Logistic Individual Labor Force Projection (P3)

Conservative Age Cohort Projection (P5)

Moderate Age Cohort Projection (P6)

Optimistic and Moderately Optimistic Age Cohort Projections (P8 And P7)

PROJECTIONS OF OCCUPATIONAL SEGREGATION, 1981 TO 1990

MAJOR COMPONENTS OF PROJECTED CHANGE IN THE INDEX

PROJECTIONS BASED ON AGE COHORTS

PROJECTIONS TO 1990 OF SEGREGATION AMONG PROFESSIONAL OCCUPATIONS BASED ON COLLEGE MAJORS

APPENDIX A PROJECTIONS DATA AND METHODOLOGY

Bls Occupational Employment Projections

Methodology of Projections Based on Age Cohorts

APPENDIX C PROJECTIONS FOR PROFESSIONAL OCCUPATIONS BASED UPON COLLEGE MAJORS

PART II EXPLAINING SEGREGATION THEORETICAL PERSPECTIVES AND EMPIRICAL EVIDENCE

7 Occupational Segregation and Labor Market Discrimination

ECONOMIC EXPLANATIONS OF SEX DIFFERENTIALS IN OUTCOMES

Theories of Discrimination

The Human Capital Alternative

EMPIRICAL FINDINGS

Discrimination and Earnings

Occupational Segregation and Earnings

The Causes of Occupational Segregation

Pay Differentials Within Occupations

CONCLUSIONS

8 Toward a General Theory of Occupational Sex Segregation: the Case of Public School Teaching

TOWARD A GENERAL THEORY OF OCCUPATIONAL SEX SEGREGATION

HOW TEACHING BECAME A FEMALE OCCUPATION

9 Commentary: Strober's Theory of Occupational Sex Segregation

THE PROBLEM OF THE DEMISE OF SEX SEGREGATION

THE PROBLEM OF EXTREME SEGREGATION.

THE HISTORICAL CONTEXT

FURTHER PROBLEMATIC ASSUMPTIONS

IS A NEW THEORY OF OCCUPATIONAL SEGREGATION BY SEX NEEDED?

References and Bibliography

10 Work Experience, Job Segregation, and Wages

WORK HISTORY, WAGES, AND JOB SEGREGATION: THEORETICAL MODELS

Work Experience and Earnings

Labor Force Withdrawals and Wages

Part-Time Work Experience and Wages

Labor Force Withdrawals and Job Segregation: Human Capital Explanations

WOMEN'S WORK AND OCCUPATIONAL HISTORIES

Patterns of Labor Supply, 1967 to 1979

Patterns of Occupational Segregation, 1975 to 1979

WORK HISTORY AND WAGES: EMPIRICAL EVIDENCE

The Depreciation Effect

The Restoration Effect

Effects of Prospective Interruptions on Wage Growth

Part-Time Work Experience and Intermittency

Sex Differences in Work History and the Sex-Based Wage Gap

Work History and Occupational Segregation: Empirical Evidence

SUMMARY AND CONCLUSIONS

11 Sex Typing in Occupational Socialization

THEORIES OF OCCUPATIONAL CHOICE AND SEX-ROLE SOCIALIZATION

Theories of Occupational Choice

Theories of Sex-Role Socialization

Social Learning Theories

Cognitive Developmental Theories

Information Processing Theories

Identification Theories

Sex-Role Differentiation

Biological Components of Sex Typing

Summary

SEX DIFFERENCES IN OCCUPATIONAL ORIENTATION PRIOR TO LABOR FORCE ENTRY

Occupational Aspirations and Expectations

Discrepancy Between Aspirations and Expectations

Relationship of Occupational Aspirations to Subsequent Occupational Behavior

Development Over the Early Stages of the Life Course

Recent Historical Trends

Occupational Knowledge

Occupational Values

Abilities and Dispositional Traits

DETERMINANTS OF SEX DIFFERENCES IN OCCUPATIONAL ORIENTATION.

Family Influences

Differential Treatment of Boys and Girls by Parents

Parental Role Models

School Influences

Availability of Same-Sex Role Models

Sex Stereotyping in Textbooks and Educational Materials

Counseling And Career Guidance

Tracking and Vocational Education

Training in Mathematics and Science

Legislation and Governmental Intervention Related to Education

Mass Media Effects: Television Portrayal of Male and Female Occupational Roles

Early Work Experiences

SOCIALIZATION AS AN EXPLANATION OF SEX SEGREGATION IN THE LABOR MARKET

12 Commentary

13 Institutional Factors Contributing To Sex Segregation In The Workplace

INSTITUTIONAL BARRIERS TO JOB TRAINING

Apprenticeship Programs

Federal Job Training Programs

INSTITUTIONAL FACTORS ASSOCIATED WITH ACCESS TO SEX-TYPICAL AND SEX-ATYPICAL JOBS

Blue-Collar Workers

Access to Information Regarding Job Opportunities

Employer Practices Regarding Entrance Requirements

Organizational Practices Regarding Job Assignment

White-Collar Workers

Access to Information and Recruitment Networks

Entrance Restrictions

INSTITUTIONAL FACTORS AFFECTING MOBILITY INTO SEX-TYPICAL AND SEX-ATYPICAL JOBS

Seniority Systems and Mobility Opportunities

The Structuring Of Opportunity: Other Organizational Practices

INSTITUTIONAL MECHANISMS ASSOCIATED WITH RETAINING WORKERS IN SEX-ATYPICAL JOBS

Recruitment Practices and Information About Jobs

Training

Organizational Mechanisms That Influence Women's Retention in Sex-Atypical Jobs

The Role of Unions

Lack of Standards for Entry

Seniority

Organization of Work and the Workplace

INSTITUTIONAL FACTORS OUTSIDE THE WORKPLACE

References.

14 Commentary: The Need to Study the Transformation of Job Structures

PART III REDUCING SEGREGATION: THE EFFECTIVENESS OF INTERVENTIONS

15 Job Integration Strategies: Today's Programs And Tomorrow's Needs

RESEARCH ISSUES

The Evaluation Framework

Quality of the Data

STRATEGIES: MOVING WOMEN INTO ENTRY-LEVEL JOBS

Recruitment: External and Internal Outreach

Training: Skills and Information

PROBLEMS: PROMOTING WOMEN TO HIGHLY SKILLED AND EXECUTIVE-LEVEL POSITIONS

Variations in Opportunity Structures

Assessing Qualifications and Potential For Promotion

CONDITIONS: MANAGING INTERVENTION STRATEGIES

Business Conditions

Management Practice

CONCLUSIONS AND RECOMMENDATIONS

Federal Equal Employment Opportunity Policy

Federal Training and Education Policy

Management and Union Initiatives

Research Agenda

16 Occupational Desegregation in Ceta Programs

DESCRIPTION OF CETA TITLES AND ELIGIBILITY REQUIREMENTS

Continuous Longitudinal Manpower Survey (CLMS)

Analytic Strategy

CETA AS A SYSTEM OF OPPORTUNITIES

OCCUPATIONAL DESEGREGATION IN CETA

WAGE IMPLICATIONS OF CETA OCCUPATIONS

In-CETA Wages

Post-CETA Wages

Conclusion

SUMMARY AND POLICY IMPLICATIONS

17 Commentary

18 Concluding Remarks.

Notes:

Revised versions of papers originally presented at a workshop held in May, 1982.

Includes bibliographies.

ISBN:

9786610245895

9781280245893

1280245891

9780309554510

0309554519

9780585168463

0585168466

OCLC:

940510364