Scandinavian welfare states and gender (de) segregation: Recent trends and processes

Abstract

High levels of gender segregation in Scandinavian labour markets have been referred to as a paradox in view of these countries’ commitment to gender equality and advancements in other areas. The status of gender segregation in these welfare states is addressed here: Are they (still) the most gender segregated? What processes drive (de)segregation? Relatively fast occupational desegregation in recent years has moved Denmark, Norway and Sweden from the group of highly to moderately gender segregated labour markets, and women’s share of management positions is rising. Empirical case studies selected to shed light on (de)segregation processes are discussed in relation to two presently influential theoretical theses – ‘gender essentialism’ and the ‘welfare state paradox’. Findings suggest the existence of gender essentialist ideas, but the weakening of such ideas is likely to be a main driver of desegregation. Findings on the role of the public sector and work–family policy in segregation processes are somewhat conflicting.

Gender Segregation in Vocational Education: Introduction

“…Others argue that what seems like a paradox is not as paradoxical as one might think, and that the main reason why some countries seem to have less gender segregated labour markets is that a large share of the female typed (care) work is being carried out outside the labour market (Reisel & Teigen, 2014c). In fact, several cross-national studies have found that high female labour market participation rates explain the comparatively high levels of gender segregation in otherwise more gender equal countries, like the Nordic countries (Barth, Hardoy, Schøne , & Østbakken, 2014;Ellingsaeter, 2013;Korpi, Ferrarini, & Englund, 2013;Nermo, 2000).…”

Age, occupational class and sickness absence during pregnancy: a retrospective analysis study of the Norwegian population registry

“…Sickness absence may be regarded as more legitimate in a ‘working class culture’ 34. Working class occupations are also more gender segregated,35 and female-dominated workplaces have somewhat higher levels of sickness absence in Norway, possibly because of gender-specific norms 36. Working-class women are more likely to express family-oriented values, while middle-class women more often are characterised by occupational dedication 37.…”

Promoting gender equality in a challenging environment

“…This is particularly prominent in foreign subsidiaries stemming from countries with higher gender equality, such as the Scandinavian countries, which operate in host countries with lower gender diversity and equality such as Japan. Scandinavian countries have a good reputation in terms of gender diversity and equality, as beside a high share of women in the workforce and managerial ranks, they are also characterized by a low gender wage gap (Ellingsaeter, 2013). In Japan, in turn, gender segregation is still very common and Japan is characterized by a rather low representation of women in managerial ranks, a high gender wage gap, and a low return rate after maternity (Kemper, Bader, & Froese, 2016;Nemoto, 2013b;The Economist, 2017).…”