Occupational Segregation and Wage Gap

1. feminization Percentage of Women in an occupation Pay Occupational Segregation and Wage Gap Reskin & Roos: Job Queues, Gender Queues Adapted from Reskin & Roos, 1990

2. Percentage of Women in an occupation Pay • Occupation’s attractiveness declined 11 occupations which shifted from male to female • Growth of occupation produced labor needs • Laws (e.g., Title VII) • Fewer men and more women available • More women with credentials • Occupation’s attractiveness declined

3. Job Queues Job 1 Job 2 Job 3 Job 4 Queuing Theory No Differences between women and men: income social standing autonomy job security congenial atmosphere interesting work promotion

4. highly competent workers moderately competent workers least competent workers Hiring Queues

5. highly competent men moderately competent men highly competent women Men preferred over women:  men appropriate for high-statusjobs  beliefs that men outproduce;women, turnover & absenteeism  expect men to react negatively towomen's intrusion  accept higher costs for status  fit with men who establish queue

6. highly competent men moderately competent men highly competent women Queuing Theory Employers move down their gendered hiring queue as needed More women is a sign, not a cause, of an occupation’s decline Job declines: Lower pay Less security Etc.