Continuing Progress?  Trends in Occupational Segregation in the United  States Over the 1970s and 1980s

Blau, Francine D.; Simpson, Patricia; Anderson, Deborah J.

doi:10.3386/w6716

Cited by 42 publications

(65 citation statements)

References 34 publications

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“…In the US, occupational segregation is lowest for women with a tertiary level of education and declines across age cohorts for this group. Although it could be argued that this pattern could be due to age-speci"c occupational choices for highly educated women, there is strong evidence of a time trend towards lower segregation in the US (see Blau et al, 1998;Anker, 1998;Costa, 2000) and that this trend is related to their educational upgrading. As for the EU, occupational segregation is higher than in the US for highly educated women, particularly for women aged 35}44.…”

Section: Education Age and Occupational Segregationmentioning

confidence: 99%

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Female employment and occupational changes in the 1990s: How is the EU performing relative to the US?

Dolado

Felgueroso

Jimeno

2001

European Economic Review

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This paper provides a comparison of the incidence and composition of female employment both in the EU and in the US. Despite a signi"cant increase in female labour market participation in the EU, about 50% of the di!erence between the employment rates in the US and the EU can still be attributed to di!erences in the educational attainments and the employment rates of women aged 25}54. We highlight the main features of female employment in both areas, paying particular attention to the di!erences across age cohorts and educational levels. Our main "ndings are as follows: (i) the educational level of the EU female population is slowly converging to that of the US across age cohorts, (ii) the employment rates of less educated women are much lower in the EU than in the US (with the exceptions of the Scandinavian countries) even for women aged 25}34, and (iii) occupational segregation is lower for the younger highly educated women who seem to be entering more typically male occupations and less typically female occupations, although at a higher rate in the US than in the EU.2001 Elsevier Science B.V. All rights reserved. 1In most OECD countries, the proportion of women aged 25}29 years holding a university degree has nowadays overcome that for men within the same age cohort.This di!erential can be further broken down into about 10% points due to lower participation and 4% points due to higher unemployment. In 1999, the employment rate of women of 15}64 years of age was 53.1% in the EU, 67.6% in the US; participation rates were 59.5% and 70.7%, respectively, while unemployment rates were 10.9% and 4.4%, respectively.

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Section: Education Age and Occupational Segregationmentioning

confidence: 99%

“…On public pay determination systems in the EU (see Elliott et al, 1999). See, for instance, Blau et al (1998) and Costa (2000) for the US during the 1970}1990 period, and Anker (1998) for EU countries during the 1980s.…”

Section: The Occupational Composition Of Female Employmentmentioning

confidence: 99%

Female employment and occupational changes in the 1990s: How is the EU performing relative to the US?

Dolado

Felgueroso

Jimeno

2001

European Economic Review

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“…32 While occupational segregation has declined over time, there still appears to be a tendency for women and men to choose different types of jobs and different specialized training within a given profession. See, for instance, Altonji and Blank (1999), Blau et al (1988), Goldin (1990), Blau and Kahn (2000) and Bertrand et al (2010). 33 Lawyers in the sample report the percentage of time that they devote to each of the legal areas.…”

Section: Gender Gaps In Performancementioning

confidence: 99%

Gender Gaps in Performance: Evidence from Young Lawyers

Azmat

Ferrer

2017

Journal of Political Economy

130

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This paper documents and studies the gender gap in performance among associate lawyers in the United States. Unlike other high-skilled professions, the legal profession assesses performance using transparent measures that are widely used and comparable across firms: the number of hours billed to clients and the amount of new client revenue generated. We find clear evidence of a gender gap in annual performance with respect to both measures. Male lawyers bill ten percent more hours and bring in more than twice the new client revenue than do female lawyers. We demonstrate that the differential impact across genders in the presence of young children and differences in aspirations to become a law firm partner account for a large share of the difference in performance. We also show that accounting for performance has important consequences for gender gaps in lawyers' earnings and subsequent promotion. Whereas individual and firm characteristics explain up to 50 percent of the earnings gap, the inclusion of performance measures explains a substantial share of the remainder.Performance measures also explain a sizeable share of the gender gap in promotion.

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“…In most regions of the world, labour force participation rates of men are higher than those of women but women are more represented in service occupations, clerical jobs, sales, professional and technical jobs particularly in developing countries while men are highly over-represented in production jobs as well as in higher-paid administrative and managerial jobs (World Bank, 2001). Blau, Simpson & Anderson (1998) noted that women, especially in developing countries, are confronted by formidable constraints that block their opportunities due to perceive traditional role of women in society and the prevalent misconception that women's reproductive and domestic responsibilities constitute their main role. The authors further posits that the imbalance in men/women employment status began to change in the 1990s and that although many of the broad outlines of these occupational differences between men and women remain, the disparities have been significantly reduced and so, quite a number of women have moved into a variety of traditionally male jobs throughout the occupational spectrum.…”

Section: Gender and Relationship Marketingmentioning

confidence: 99%

Gender and Relationship Marketing in Nigerian Securities and Stock Brokerage Firms

Ganiyu¹,

Dixon-Ogbechi²,

Ighomereho³

2013

IJMS

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This paper investigates the role of gender in relationship marketing and the relationship marketing variables that are important in stock brokerage business. A sample of 103 clients of stock brokerage firms operating in Lagos State, Nigeria was examined. The ANOVA result shows that females are better relationship officers while the regression result indicated that gender identity has a significant influence (p-value = 0.025, t = 2.274) on the success of relationship marketing but it is not a sufficient variable to predict the success of relationship marketing strategy as the R-Square value is low (0.049). In addition, all the variables (trust, communication, commitment, support and cooperation) were found to be important. Therefore, it is recommended that stock brokerage firms should consider females for relationship positions and should also put in place the facilities and internal marketing programmes that are needed for its success.

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Continuing Progress? Trends in Occupational Segregation in the United States Over the 1970s and 1980s

Cited by 42 publications

References 34 publications

Female employment and occupational changes in the 1990s: How is the EU performing relative to the US?

Female employment and occupational changes in the 1990s: How is the EU performing relative to the US?

Gender Gaps in Performance: Evidence from Young Lawyers

Gender and Relationship Marketing in Nigerian Securities and Stock Brokerage Firms

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