Men and Women at Work: Sex Segregation and Statistical Discrimination

TLDR

When men and women perform similar roles, they are typically assigned to distinct organizational settings and given different job titles. The study develops and tests hypotheses about determinants of sex segregation in occupations with both men and women, proposes alternative explanations for gender segregation, and outlines the research needed to refine the understanding of the sexual division of labor. The authors analyze data from a diverse sample of California establishments to examine determinants of sex segregation. Results support statistical discrimination theory, showing employers reserve certain jobs for men and others for women, but provide little evidence that such practices reflect efficient responses to sex differences in skills and turnover costs.

Abstract

This article develops and tests hypotheses about the determinants of sex segregation in occupations employing both men and women, analyzing data on a diverse sample of California establishments. In the few instances in which men and women perform similar work roles, the jobs are typically done in distinct organizational settings, and when an enterprise employs both sexes in the same occupation, men and women are usually assigned different job titles. The findings are consistent with the theory of statistical discrimination, wich posits that employers reserve some jobs for men and others for women. However, little evidence is found that employers' practices reflect efficient and rational responses to sex differences in skills and turnover costs. Alternative explanations for gender segregation within and among organizations are suggested and the research necessary to develop a more accurate account of the sexual division of labor in the workplace is outlined.