Men and women participate in the labour market in different ways. However, the gender divide in the workforce exists, and we cannot deny it. The key difference lies in the types of jobs they choose or are assigned, as well as the industries they work in. For example, women are more likely to work in caregiving, administration, and HR. In fact, their jobs often fall under the “5 Cs”: cleaning, caring, clerical, cashiering, and catering. Meanwhile, men dominate top manufacturing, engineering, or corporate leadership positions worldwide.
This division, where one gender dominates certain jobs or fields, is known as job segregation or occupational segregation. Such biased segregation and gender gap have kept 75% of women in traditionally low-paying, service-sector jobs. Only about 15-20% of women are employed in manufacturing. According to the ILO, if job segregation continues at its current rate, achieving gender parity in high-level management and administrative roles would take nearly 475 years!
Gender divide in the workforce: Two faces of workplace segregation
Workplace segregation exists in two primary forms: horizontal and vertical, both of which contribute to gender inequality and the gender pay gap.
Horizontal segregation
Horizontal segregation occurs when men and women work in different types of jobs. A 2009 report from the European Commission outlines that women are primarily employed in roles like shop salespeople, domestic helpers, personal care workers, office clerks, administrative professionals, and housekeeping staff. However, men mainly hold positions as motor vehicle drivers, building trades workers, small business managers, and technicians. This division leads to a situation where women often end up in industries that typically pay less and demand fewer skills.
Vertical segregation
Vertical segregation, often called the “glass ceiling,” refers to the lack of representation of women in high-ranking and leadership positions within organisations. Under this structure, women typically occupy lower levels in the organisational hierarchy compared to their male colleagues. The term “glass ceiling” also symbolises the invisible barriers that prevent women from achieving leadership roles.
The concerning reality of the gender divide in the workforce
So, when we read an article about a woman landing a leadership role, the headlines often scream, “Breaking the Glass Ceiling!” But there shouldn’t be a glass ceiling in the first place! Gender equality in the workplace means women should have equal opportunities to rise to top positions without facing discrimination or obstacles based on their gender.
What causes job segregation?
Job segregation primarily arises from gender stereotyping. Society often assumes that men are naturally suited for leadership roles, while women, especially after having children, supposedly lose interest in their careers. However, research from Catalyst shows that 55% of women actually aspire to hold senior leadership positions. Despite the challenges they face, most women want and need to work.
The unfortunate reality is that gender stereotypes take root early in life and influence the choices boys and girls make. For example, we grew up reading textbooks picturing women in roles related to domestic chores, caring for babies, cooking, nursing, and teaching. At the same time, they show men as soldiers, leaders, and heavy labourers. And everyone just assumes that’s how it should be! This early conditioning shapes the career paths of both girls and boys, contributing to the ongoing segregation in the labour market.
Some responsibilities are ONLY for women. Why?
Another reason is that women often take primary responsibility for childcare and frequently care for sick, disabled, or elderly individuals. After having children, many need to reduce their hours or seek flexible work arrangements. However, the lack of these options across sectors makes it difficult. Flexible work is especially limited in management and senior roles.
Consequently, women often end up in part-time jobs, which are mainly low-paying positions in fields like administration, retail, cleaning, and caregiving. This shortage of flexible work, particularly at senior levels, significantly contributes to the glass ceiling.
A segregated reality of gender divide in the workforce
The Pew Research Center survey reveals how men and women view their workplaces. Almost half of the women (48%) say they work in places where there are more women than men. Only 18% of women say they work in places with more men. For men, 44% believe their workplace has mostly men, while 19% think there are more women.
It shows that women often work in environments with more women, while men generally work in male-dominated settings. Such job segregation can limit opportunities and reinforce stereotypes about what roles are “appropriate” for men and women.
The gender gap in STEM (Science, Technology, Engineering, and Mathematics) fields is even more concerning despite these areas being among the highest-paying and fastest-growing jobs. According to a report by the National Science Board, women represent less than one-third of the science and engineering workforce.
In 2018, women made up 46.9% of all full-time workers. However, in STEM jobs, they accounted for only 42.2% in life, physical, and social sciences. The numbers drop further in computer and mathematical roles, where only 25.6% of workers are women, and even more in architecture and engineering, with only 15.9% being women.
The undervalued work of women in the labour market
People often assume that care work is meant for women, which is evident in the many occupations dominated by them. Women make up 67% of the global care workforce, especially in care roles like childcare, nursing, and midwifery, as well as in residential care and domestic work. This gendered nature of care work negatively impacts women’s job prospects, economic independence, and overall gender equality.
Since women hold most care-related jobs, these roles often end up being low-paid and viewed as less important. Society undervalues these jobs because women primarily do them. This undervaluation connects to gender stereotypes and the long-standing expectation that women should handle caregiving, both at home and in the workplace. As a result, “women’s work” carries lower status and value, with the skills needed for these positions seen as natural for women. This perception leads to unfair pay for roles in caring, cleaning, and catering.
The final thoughts on the gender divide in the workforce
Society has created an entire work system that assumes caregiving is a natural extension of femininity, pushing women to low-status jobs that pay less. Meanwhile, we celebrate the occasional woman breaking the glass ceiling as if it is a revolutionary act when, in reality, it shouldn’t even be there! First, the change must begin with removing the outdated stereotypes that dictate what roles men and women should occupy. Moreover, when society stops viewing caregiving as “women’s work” and starts to appreciate its essential role, we can create a fair labour market that rewards skills over gender.
Sources
- Eurofound (2017), Segregation, European Industrial Relations Dictionary, Dublin
- AAUW Fast Facts: Occupational Segregation
- International Labour Organisation: Where women work: female-dominated occupations and sectors
- National Science Board: Women and Minorities in the S&E Workforce
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
