Assessing Alternative Perspectives on Race and Sex Employment Segregation
By R. Kaufman. American Sociological Review, 2002
155 citations recorded by the source corpus.
Four major explanations for employment segregation—skill deficits, worker preferences, economic and organizational structure, and stereotyping/queuing—are assessed using a diverse and overlapping set of predictors: general skills and training, product market structure, race- and sex-typed tasks and conditions, desirable employment and growth rates, and links to other labor market actors. A two-stage measurement and analytic strategy controls for relevant worker-level factors. Data from the 1990 census PUMs are analyzed to measure the employment segregation of black women, black men, and white women in relation to white men across 1,917 labor market positions, net of human capital, family structure, geographic residence and labor supply. Archival data provide measures of variables characterizing labor market positions. Stereotyping and queuing explanations are broadly consistent with nearly all results, while a worker preference approach applies to somewhat fewer predictors and is largely but not wholly compatible with their effects. A skill deficits explanation applies to, and is supported by, a narrow set of findings, while the economic and organizational structure explanations are restricted in their relevance and receive limited support.
Subfields: Economics and Econometrics, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/482228907d72609d677ddfa39fd681b8054dc43e
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Citations in the corpus
- Concealable Stigma and Occupational Segregation (2015, unknown): “Theories explaining occupational segregation typically focus on one of two sides of the labor market equation: the demand side (i.e., employers’ needs, preferences, and biases) or the supply side (i.e., workers’ preferences, characteristics, and skills) (Kaufman, 2002).”
- A Systematic Review of the Gender Pay Gap and Factors That Predict It (2017, background): “Some argue that the public sector has been associated with providing an equitable environment for women and minorities because of differences from the private sector in its established institutional procedures (Kaufman, 2002).”