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Explore how job queues influence the feminization of occupations, wage gaps, and occupational segregation. Learn about the impact of laws, labor needs, credentials, and societal beliefs on women's representation and pay. Understand hiring and job queues, and the implications of gender preferences in job placement.
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feminization Percentage of Women in an occupation Pay Occupational Segregation and Wage Gap Reskin & Roos: Job Queues, Gender Queues Adapted from Reskin & Roos, 1990
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
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
highly competent workers moderately competent workers least competent workers Hiring Queues
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
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.
