Labor Market Segregation

Running head: LABOR MARKET SEGREGATION Labor Market Segregation Segregated labor market.

Segregation is the act of separating a particular set of people from the rest of the group of which they are part. Concerning the labor market, segregation occurs in different forms in terms of race, age, religion, wages, and social classes.

Race and gender segregation.

Segregation in the labor market leads to differences in the salaries paid to employees such that some people get more than the others even though they are in the same workgroup.

In most cases, some people feel more superior than the rest because of their skin color and their genders. According to research done by Francine Blau and Laurence Kahn, the gap between the wages and salaries of women and men did not move much in the 1970s but did fall in the 1980s. Census conducted in the United States supports that the gap between the blacks and the whites reduced in the 1970s. Since then, the earnings gap in gender and race has remained constant. The existence of a gap in the labor force wages is not evidence for segregation in the labor market.

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Discriminating people in terms of their genders occurs when women get peanuts for salaries when men are race paid huge amounts despite having all the expertise and experiences required for the task (Bertrand,2004). On the other hand, racial discrimination occurs when most of the race in a diverse population are paid more than the minor races, which they work with together in as much as they serve the same purpose and have the same skills. Cases of gender and racial discrimination usually take a lot of time and resources to solve. When filing a lawsuit for alleged gender or racial discrimination, one is advised to have all the required documents to support their claims.

Reasons for the persistence of occupational segregation by gender From the research done by economist George Arkelof at Georgetown University, social pressures and the interpretation of women's inclusion in a male-dominated profession are the cause of discrimination. Therefore, it is evident that men do not think that women are underqualified in their work fields, but they only intend to protect their social power as the bigger gender in the employment sector.

Stereotypes about women's skills are also another factor facilitating discrimination against women in a work setting. Men usually underestimate women's productivity; therefore, they think less about their contributions to the success of a business (McGrew,2020). Because of the earlier roles that women played, which included playing housewives and secretaries, men have sought to think they are incapable of doing other things. Regardless of the notions and things said about women, they seem to be improving their skills and working at a higher production rate than men in the current economy. According to Joan Williams at the University of California's Hastings School of Law, achieving a successful integration involves proposing multiple strategies to decrease bias and advance women throughout their educational and professional careers.

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Another factor to blame for segregation in the labor market is the egalitarian form of gender essentialism. This is the idea that women's and men's social, economic, and roles based on their families should not be the same. As a result of this perception, women usually get little attention in a dominantly male profession.

References.

Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American economic review, 94(4), 991-1013. https://www.aeaweb.org/articles? id=10.1257/0002828042002561 McGrew, W. (2020). Gender segregation at work: "separate but equal" or "inefficient and unfair" - Equitable Growth. Equitable Growth. Retrieved 2 December 2020, from https://equitablegrowth.org/gender-segregation-at-work-separate-but-equal-orinequitable-and-inefficient/.