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Occupational Segregation

Occupational segregation refers to the unequal distribution of people across and within jobs, based on demographic characteristics such as gender, race, or ethnicity. This phenomenon is a key factor in perpetuating workplace inequality, pay gaps, and limited career advancement for marginalized groups.

Gendered Occupational Segregation

Historically, certain roles have been gender-typed, with women concentrated in "pink-collar" jobs such as secretarial, administrative, and caregiving positions, while men dominate technical, managerial, and leadership roles.
The executive assistant (EA) role is a prime example of gendered occupational segregation. Despite the increasing complexity and strategic importance of the EA position, it remains predominantly female and is often undervalued compared to male-dominated roles with similar responsibilities.
Stereotypes about EAs reinforce occupational segregation, limiting opportunities for advancement and contributing to the gender pay gap. See Stereotypes of the Executive Assistant.

Glass Escalator

The "glass escalator" effect describes how men in female-dominated professions, such as EAs, may be promoted more quickly to higher-status positions, benefiting from their minority status. This phenomenon contrasts with the "sticky floor" and "glass ceiling" effects that limit women's advancement. See Sticky Floors and Glass Ceiling.

Causes

Socialization and cultural expectations about "appropriate" work for men and women.
Discriminatory hiring, promotion, and evaluation practices.
Lack of access to mentorship, sponsorship, and professional networks for women and minorities.

Impact

Lower pay and prestige for roles dominated by women or minorities.
Barriers to advancement and leadership opportunities.
Perpetuation of gender and racial stereotypes in the workplace.

Addressing Occupational Segregation