Workplace Diversity Trends in Sex Segregation

A series of flashcards covering key concepts related to workplace diversity and sex segregation, focusing on terminologies, definitions, and important theories.

Sex Segregation

Concentration of men and women in different jobs and workplaces.

Tokens

Individuals who represent a minority in a group, often contrasted with a dominant group.

Stereotype

An overgeneralization about a group, often leading to inaccurate assumptions.

Personal attributes

Characteristics or qualities that define an individual's personality.

Homosocial reproduction

Preference for hiring and promoting individuals like oneself.

Glass ceiling

Invisible barriers preventing qualified individuals from advancing in their careers.

Glass escalator

The unspoken system that pushes men up the ladder in female-dominated fields.

Motherhood penalty

The disadvantages mothers face in their careers after having children.

Gender Pay Gap

The disparity in earnings between women and men.

Intrinsic rewards

Non-monetary benefits associated with a job, such as fulfillment or recognition.

Part-time work

Employment in which individuals work fewer hours than a full-time job.

Educational disparities

Differences in educational achievements and opportunities that affect employment.

Senior status

The length of time an individual has held a position within their profession.

Professional socialization

The process of learning the norms, values, and practices of a profession.

Organizational culture

The shared values, beliefs, and practices of a particular organization.

Supply-side explanations

Theories that focus on individual choices and capabilities in job selection.

Demand-side explanations

Causes of employment patterns stemming from employer behaviors and biases.

Asymmetrical permeable boundaries

Work and family roles that prioritize certain commitments over others.

Work-family conflict (WFC)

The stress and challenges arising from balancing work and family responsibilities.

Job family benefits

Policies or perks designed to support employees in balancing work and family life.

Professional identity

How individuals view themselves in relation to their professional roles.

Cultural capital

The non-financial social assets that promote social mobility.

Network connections

Relationships and contacts that can help with job opportunities or career advancement.

Human capital

Skills, knowledge, and experience that individuals possess, enhancing their employability.

Labor market trends

Economic and social patterns that influence employment and job opportunities.

Professional dominance

The authority and control that established professions exert over their field.

Accountability

The obligation of professionals to answer for their actions and decisions.

Job placement

The process of matching individuals with suitable employment opportunities.

Role conflict

The stress that arises when the demands of different roles are incompatible.

Fairness in work

The perception of equal treatment and equitable opportunities in the workplace.

Prestige jobs

Occupations that are regarded with admiration and respect in society.

Industry concerns

The interests and priorities that govern the practices within a specific sector.

Subcultures

Distinct cultural practices and beliefs that exist within a larger organizational culture.

Rites of passage

Ceremonial transitions marking significant changes in status or role.

Altruism in professions

The selfless concern for the well-being of others that drives professionals.

Credentialism

The reliance on formal qualifications for employment and advancement.

Job satisfaction

A measure of how content an individual is with their job.

Career interruptions

Breaks in employment that can affect career progression.

Nonmonetary benefits

Compensations other than salary, such as health insurance or vacation time.

Employment discrimination

Unfair treatment of individuals based on gender, ethnicity, or other characteristics.

Compartmentalization

The practice of separating roles or responsibilities to manage stress.

Professional associations

Organizations that represent the interests of professionals in a particular field.

Formal socialization

Structured training and integration into a profession.

Informal socialization

Unstructured learning acquired through experience and observation.

Workload distribution

Allocation of tasks and responsibilities among employees.

Workplace hierarchies

Structured systems of authority and power within an organization.

Career services

Support resources available to help individuals find employment.

Work-life balance

The equilibrium between personal life and professional responsibilities.

Diversity training

Programs aimed at educating employees about diversity and inclusion.

Professional ethics

Moral principles that govern the behavior of individuals in a profession.

Barriers to promotion

Obstacles that hinder career advancement for certain individuals.

Skill acquisition

The process of gaining the essential abilities necessary for a job.

Networking strategies

Techniques used to build connections for career growth.

Job satisfaction determinants

Factors affecting how happy individuals feel about their job.

Work environment perceptions

Employees' views on their workplace culture and practices.

Gender role socialization

The process by which individuals learn the social norms associated with their gender.

Job search strategies

Methods used to find and secure employment.

Labor force participation

The percentage of the working-age population that is employed or actively seeking work.

Professional mentorship

Guidance provided by experienced individuals to help others advance their careers.

Gender disparity in professions

The unequal representation of genders in various occupations.

Job crafting

The process by which employees redesign their jobs to better fit their skills and interests.

Stereotype threat

The risk of confirming negative stereotypes about a group to which one belongs.

Table 15

Data representation comparing gender participation across different professional roles.

Employee retention

The ability of an organization to keep its employees over time.

Career advancement opportunities

Chances for employees to climb the corporate ladder.

Labor market segmentation

The division of the labor market into distinct sub-markets based on various factors.

Job performance evaluations

Assessment of an employee's work quality, efficiency, and effectiveness.

Work-related stress

Stress that stems from work responsibilities and environment.

Social mobility

The movement of individuals or groups within a social hierarchy.

Peer-reviewed research

Scholarly studies that have been evaluated by experts in the field.

Career aspirations

Goals or ambitions an individual has regarding their professional life.

Information asymmetry

A situation in which one party in a transaction has more or better information than the other.

Internship programs

Temporary positions that provide practical experience in a particular field.

Volunteer work

Unpaid work intended to help others or benefit a cause.

Flextime policies

Work arrangements that allow employees to choose their starting and ending times.

Job qualifications

Skills, experience, and education required to perform a job.

Civic responsibility

The duty of citizens to engage in community service and activities.

Psychological contracts

The unspoken expectations between employees and employers.

Compensation packages

Total remuneration offered to an employee, including salary, benefits, and bonuses.

Promotional pathways

Directions or routes individuals can take to move up in their careers.

Cultural diversity

Variety of cultural groups represented in the workplace.

Workforce demographics

Statistical characteristics of workers in an organization.

Social constructs

Concepts that are created and accepted by society rather than inherent or natural.

Role models

Individuals who inspire others by demonstrating success.

Job market trends

Changes and patterns in employment opportunities over time.

Technical skills

Specific skills necessary to perform a job or task.

Soft skills

Personal attributes that enable someone to interact effectively with others.

Networking opportunities

Situations where individuals can connect with others for professional growth.

Exclusive jurisdiction

Control over a specific area or field.

Employment equity

The principle of fairness in hiring and promotion practices.

Barrier-free environments

Workplaces designed to be accessible to everyone, including those with disabilities.

Continuing education

Education completed after the initial training to enhance or update skills.

Career mobility

The ability of workers to move between jobs and organizations.

Job satisfaction surveys

Tools used to measure employees' satisfaction with their work environment.

Personal development plans

Strategies to enhance one's skills and career prospects.

Mentorship programs

Structured systems where experienced individuals guide less experienced colleagues.

Job shadowing

Temporary observing a professional at work to understand their role better.

Professional development

Continual training and education to advance one's career.

Work-life integration

The harmonious blending of work and personal life.

Interpersonal skills

Skills that help individuals communicate and interact effectively with others.