Occupational gender segregation is driven by social norms gender-differentiated human capital investments and workplace discrimination
Evidence from multiple studies supports the conclusion that occupational gender segregation is driven by a combination of social norms, human capital factors, and workplace discrimination.
The retrieved papers consistently point to social norms, human capital investments, and workplace discrimination as key drivers of occupational gender segregation and labor market inequality. The claim is specific, testable, and well-supported by the provided literature.
Gezici A, Ozay O. An Intersectional Analysis of COVID-19 Unemployment.. 2020. https://doi.org/10.1007/s41996-020-00075-w
Paper 0 indicates that unobservable factors like discrimination contribute to occupational and labor market disparities affecting women.
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Newman C, Nayebare A, Gacko NMNN, Okello P, Gueye A, Bijou S, Ba S, Gaye S, Coumba N, Gueye B, Dial Y, N'doye M. Systemic structural gender discrimination and inequality in the health workforce: theoretical lenses for gender analysis, multi-country evidence and implications for implementation and HRH policy.. 2023. https://doi.org/10.1186/s12960-023-00813-9
Paper 1 discusses systemic structural gender discrimination and inequality embedded in employment and institutional structures.
Mireia Bolíbar. Social capital, human capital and ethnic occupational niches: an analysis of ethnic and gender inequalities in the Spanish labour market. 2020. https://doi.org/10.1057/s41599-020-0397-4
Paper 2 demonstrates how sexually segregated occupational structures and human capital factors influence gender inequalities in the labor market.
Franziska Meyer. Refugee Women’s Transition to VET in Germany: Examining the Role of Gender Norms and Human Capital Endowments. 2025. https://doi.org/10.17645/si.9559
Paper 6 examines how gender roles and human capital resources relate to women's entry into specific education and career tracks.
Erdmann M, Marques Hill A, Helbig M, Leuze K. Do women's empowerment and self-expression values change adolescents' gendered occupational expectations? Longitudinal evidence against the gender-equality paradox from 26 European countries.. 2023. https://doi.org/10.3389/fsoc.2023.1175651
Paper 7 finds that social norms, cultural values, and women's empowerment significantly influence gendered occupational expectations.
Baranov V, De Haas R, Grosjean P. Men. Male-biased sex ratios and masculinity norms: evidence from Australia's colonial past.. 2023. https://doi.org/10.1007/s10887-023-09223-x
Paper 8 highlights how historical masculinity norms and socialization contribute to male-stereotypical occupational segregation over time.
Babirye S, Michielsen K, Robijn L, Keygnaert I, Ssengooba F. The safety and health paradox of workers at social venues: a regulatory compliance gap analysis of the existing relevant legislation and the unwritten rules at social venues in Uganda.. 2025. https://doi.org/10.1136/bmjph-2023-000732
Paper 9 documents discriminatory recruitment practices and workplace biases that shape occupational sorting.
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