Gender & Racial Inequality at Work: The Sources and Consequences of Job SegregationBased on data from the North Carolina Employment and Health Survey of 1989 of employed adults. |
Contents
Segregation Inequality and Discrimination | 3 |
Extent of Sex and Racial Segregation | 21 |
Do People Choose Segregated Jobs? | 38 |
Workplace Sources of JobLevel Sex and Racial Segregation | 59 |
Labor Process Inequality and the Sex and Racial | 90 |
Sex and Racial Segregation and Pay Gaps | 111 |
Theoretical Conclusions | 128 |
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05 probability level affirmative action African-Americans associated Bielby and Baron black-white blacks and whites chapter comparable worth competition composition of jobs desirable jobs earnings economic educational credentials exclusion expect experience explanation female and percent gender and racial gender inequalities hiring households human capital theory incumbents index of dissimilarity integrated jobs internal labor market job characteristics job segregation job-level job-skill labor force labor market opportunity less male-female managerial authority measures neoclassical North Carolina occupational groups oligopolistic organization organizational characteristics patterns pay equity pay gap percent black percent female population race segregation race-based racial and gender racial and sex racial differences racial inequalities racial integration racial segregation racially balanced jobs regression relative sample sector sex and race sex and racial sex composition sex segregation sex-balanced sex-integrated jobs social closure processes sources statistical discrimination statistically significant status closure supervisory supply-side Table task complexity tend tion U.S. South white male workers workplace