Occupational gender segregation in the 'non-academic' workforce: the compounding effects of simultaneous inequality-producing processes on women

Pauline Anderson; Angela O'Hagan; Emily Thomson

Occupational gender segregation in the 'non-academic' workforce: the compounding effects of simultaneous inequality-producing processes on women

Pauline Anderson, Angela O'Hagan, Emily Thomson

Research output: Contribution to conference › Abstract › peer-review

Abstract

Organisations are subject to increasing pressures to address occupational gender segregation. The UK’s Equality Act 2010, for example, supersedes the Sex Discrimination Act 1975 and a number of other anti-discrimination acts. The Act places a positive duty on all public sector organisations to tackle gender inequality (Public Sector Equality Duty, PSED). This paper therefore considers the challenges of tackling occupational gender segregation within a group of public sector organisations, namely UK Higher Education Institutions (HEIs).

Original language	English
Number of pages	2
Publication status	Published - 12 Sept 2018
Event	Work, Employment & Society Conference 2018: Putting Sociology to Work: Interdisciplinarity, intersectionality and imagination - UK, Belfast Duration: 12 Sept 2018 → 14 Sept 2018 https://www.britsoc.co.uk/events/key-bsa-events/work-employment-society-conference-2018/programme/

Conference

Conference	Work, Employment & Society Conference 2018
City	Belfast
Period	12/09/18 → 14/09/18
Internet address	https://www.britsoc.co.uk/events/key-bsa-events/work-employment-society-conference-2018/programme/

Keywords

gender segregation
non-academic workforce
higher education

Cite this

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abstract = "Organisations are subject to increasing pressures to address occupational gender segregation. The UK{\textquoteright}s Equality Act 2010, for example, supersedes the Sex Discrimination Act 1975 and a number of other anti-discrimination acts. The Act places a positive duty on all public sector organisations to tackle gender inequality (Public Sector Equality Duty, PSED). This paper therefore considers the challenges of tackling occupational gender segregation within a group of public sector organisations, namely UK Higher Education Institutions (HEIs).",

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AU - Thomson, Emily

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N2 - Organisations are subject to increasing pressures to address occupational gender segregation. The UK’s Equality Act 2010, for example, supersedes the Sex Discrimination Act 1975 and a number of other anti-discrimination acts. The Act places a positive duty on all public sector organisations to tackle gender inequality (Public Sector Equality Duty, PSED). This paper therefore considers the challenges of tackling occupational gender segregation within a group of public sector organisations, namely UK Higher Education Institutions (HEIs).

AB - Organisations are subject to increasing pressures to address occupational gender segregation. The UK’s Equality Act 2010, for example, supersedes the Sex Discrimination Act 1975 and a number of other anti-discrimination acts. The Act places a positive duty on all public sector organisations to tackle gender inequality (Public Sector Equality Duty, PSED). This paper therefore considers the challenges of tackling occupational gender segregation within a group of public sector organisations, namely UK Higher Education Institutions (HEIs).

KW - gender segregation

KW - non-academic workforce

KW - higher education

UR - https://www.britsoc.co.uk/media/24811/wes2018_final_prog.pdf

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Y2 - 12 September 2018 through 14 September 2018

ER -

Occupational gender segregation in the 'non-academic' workforce: the compounding effects of simultaneous inequality-producing processes on women

Abstract

Conference

Keywords

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