Sex Segregation in the Workplace -- Copyright -- Contents -- PREFACE -- 1 Introduction -- EXTENT, TRENDS, AND PROJECTIONS FOR THE FUTURE -- EXPLAINING SEGREGATION -- REDUCING SEGREGATION -- CONCLUSION -- References -- PART I EXTENT, TRENDS, AND PROJECTIONS FOR THE FUTURE -- 2 Trends in Occupational Segregation by Sex and Race, 1960-1981 -- MEASUREMENT AND DATA -- TRENDS IN OCCUPATIONAL SEGREGATION, 1960-1981 -- COHORT DIFFERENCES IN OCCUPATIONAL SEGREGATION, 1971-1977 -- MAJOR COMPONENTS OF CHANGE IN THE OVERALL INDEX, 1972-1981 -- CHANGES IN THE SEX COMPOSITION OF OCCUPATIONS, 1960-1977 -- TRENDS IN THE SEX SEGREGATION OF OCCUPATIONS BY RACE, 1972-1981 -- MAJOR COMPONENTS OF CHANGE IN THE OVERALL INDEX BY RACE -- CONCLUSION -- ACKNOWLEDGMENTS -- APPENDIX A -- Data Sources -- Comparability of Data -- APPENDIX B -- References -- 3 A Woman's Place is With Other Women: Sex Segregation Within Organizations -- WHY ARE SOME FIRMS MORE SEGREGATED THAN OTHERS? -- DATA AND METHODS -- The Sample -- The Documents -- Operationalization -- The Analysis -- RESULTS -- Descriptive Statistics -- Multivariate Analyses -- Deviant Cases: Moderately Desegregated Establishments -- Large Establishments and Bureaucratic Segregation -- Longitudinal Analyses: The Permanence of Sex Segregation -- DISCUSSION -- ACKNOWLEDGMENT -- References -- 4 Job Changing And Occupational Sex Segregation: Sex And Race Comparisons -- EXPLANATIONS OF SEX SEGREGATION -- Labor Supply Explanations -- Labor Demand Explanations -- Reinforcement of Sex Segregation -- EXPLANATION OF MOBILITY -- Occupations and Sex Stereotyping -- Individual Life Changes -- Changes in Labor Demand -- ORGANIZATION OF THE PAPER -- DATA -- DESCRIPTION OF OCCUPATIONAL SEX COMPOSITION AND EMPLOYER CHANGING -- PREDICTING MOBILITY TO AND BETWEEN SEX-ATYPICAL OCCUPATIONS -- Independent Variables -- Results.

SUMMARY AND DISCUSSION -- ACKNOWLEDGMENTS -- References -- 5 Commentary -- 6 Occupational Sex Segregation: Prospects For The 1980s -- ASSUMPTIONS, DATA, AND METHODOLOGY -- Linear Group Labor Force Projection (P1) -- Linear Individual Labor Force Projection (P2) -- Logistic Individual Labor Force Projection (P3) -- Conservative Age Cohort Projection (P5) -- Moderate Age Cohort Projection (P6) -- Optimistic and Moderately Optimistic Age Cohort Projections (P8 And P7) -- PROJECTIONS OF OCCUPATIONAL SEGREGATION, 1981 TO 1990 -- MAJOR COMPONENTS OF PROJECTED CHANGE IN THE INDEX -- PROJECTIONS BASED ON AGE COHORTS -- PROJECTIONS TO 1990 OF SEGREGATION AMONG PROFESSIONAL OCCUPATIONS BASED ON COLLEGE MAJORS -- CONCLUSION -- APPENDIX A PROJECTIONS DATA AND METHODOLOGY -- Bls Occupational Employment Projections -- Methodology of Projections Based on Age Cohorts -- APPENDIX C PROJECTIONS FOR PROFESSIONAL OCCUPATIONS BASED UPON COLLEGE MAJORS -- ACKNOWLEDGMENTS -- References -- PART II EXPLAINING SEGREGATION THEORETICAL PERSPECTIVES AND EMPIRICAL EVIDENCE -- 7 Occupational Segregation and Labor Market Discrimination -- ECONOMIC EXPLANATIONS OF SEX DIFFERENTIALS IN OUTCOMES -- Theories of Discrimination -- The Human Capital Alternative -- EMPIRICAL FINDINGS -- Discrimination and Earnings -- Occupational Segregation and Earnings -- The Causes of Occupational Segregation -- Pay Differentials Within Occupations -- CONCLUSIONS -- ACKNOWLEDGMENTS -- References -- 8 Toward a General Theory of Occupational Sex Segregation: the Case of Public School Teaching -- TOWARD A GENERAL THEORY OF OCCUPATIONAL SEX SEGREGATION -- HOW TEACHING BECAME A FEMALE OCCUPATION -- CONCLUSION -- ACKNOWLEDGMENTS -- References -- 9 Commentary: Strober's Theory of Occupational Sex Segregation -- THE PROBLEM OF THE DEMISE OF SEX SEGREGATION -- THE PROBLEM OF EXTREME SEGREGATION.

THE HISTORICAL CONTEXT -- FURTHER PROBLEMATIC ASSUMPTIONS -- IS A NEW THEORY OF OCCUPATIONAL SEGREGATION BY SEX NEEDED? -- ACKNOWLEDGMENTS -- References and Bibliography -- 10 Work Experience, Job Segregation, and Wages -- WORK HISTORY, WAGES, AND JOB SEGREGATION: THEORETICAL MODELS -- Work Experience and Earnings -- Labor Force Withdrawals and Wages -- Part-Time Work Experience and Wages -- Labor Force Withdrawals and Job Segregation: Human Capital Explanations -- WOMEN'S WORK AND OCCUPATIONAL HISTORIES -- Patterns of Labor Supply, 1967 to 1979 -- Patterns of Occupational Segregation, 1975 to 1979 -- WORK HISTORY AND WAGES: EMPIRICAL EVIDENCE -- The Depreciation Effect -- The Restoration Effect -- Effects of Prospective Interruptions on Wage Growth -- Part-Time Work Experience and Intermittency -- Sex Differences in Work History and the Sex-Based Wage Gap -- Work History and Occupational Segregation: Empirical Evidence -- SUMMARY AND CONCLUSIONS -- References and Bibliography -- 11 Sex Typing in Occupational Socialization -- THEORIES OF OCCUPATIONAL CHOICE AND SEX-ROLE SOCIALIZATION -- Theories of Occupational Choice -- Theories of Sex-Role Socialization -- Social Learning Theories -- Cognitive Developmental Theories -- Information Processing Theories -- Identification Theories -- Sex-Role Differentiation -- Biological Components of Sex Typing -- Summary -- SEX DIFFERENCES IN OCCUPATIONAL ORIENTATION PRIOR TO LABOR FORCE ENTRY -- Occupational Aspirations and Expectations -- Discrepancy Between Aspirations and Expectations -- Relationship of Occupational Aspirations to Subsequent Occupational Behavior -- Development Over the Early Stages of the Life Course -- Recent Historical Trends -- Occupational Knowledge -- Occupational Values -- Abilities and Dispositional Traits -- Summary -- DETERMINANTS OF SEX DIFFERENCES IN OCCUPATIONAL ORIENTATION.

Family Influences -- Differential Treatment of Boys and Girls by Parents -- Parental Role Models -- School Influences -- Availability of Same-Sex Role Models -- Sex Stereotyping in Textbooks and Educational Materials -- Counseling And Career Guidance -- Tracking and Vocational Education -- Training in Mathematics and Science -- Legislation and Governmental Intervention Related to Education -- Mass Media Effects: Television Portrayal of Male and Female Occupational Roles -- Early Work Experiences -- Summary -- SOCIALIZATION AS AN EXPLANATION OF SEX SEGREGATION IN THE LABOR MARKET -- References -- 12 Commentary -- 13 Institutional Factors Contributing To Sex Segregation In The Workplace -- INSTITUTIONAL BARRIERS TO JOB TRAINING -- Apprenticeship Programs -- Federal Job Training Programs -- INSTITUTIONAL FACTORS ASSOCIATED WITH ACCESS TO SEX-TYPICAL AND SEX-ATYPICAL JOBS -- Blue-Collar Workers -- Access to Information Regarding Job Opportunities -- Employer Practices Regarding Entrance Requirements -- Organizational Practices Regarding Job Assignment -- White-Collar Workers -- Access to Information and Recruitment Networks -- Entrance Restrictions -- Organizational Practices Regarding Job Assignment -- INSTITUTIONAL FACTORS AFFECTING MOBILITY INTO SEX-TYPICAL AND SEX-ATYPICAL JOBS -- Seniority Systems and Mobility Opportunities -- The Structuring Of Opportunity: Other Organizational Practices -- INSTITUTIONAL MECHANISMS ASSOCIATED WITH RETAINING WORKERS IN SEX-ATYPICAL JOBS -- Recruitment Practices and Information About Jobs -- Training -- Organizational Mechanisms That Influence Women's Retention in Sex-Atypical Jobs -- The Role of Unions -- Lack of Standards for Entry -- Seniority -- Organization of Work and the Workplace -- INSTITUTIONAL FACTORS OUTSIDE THE WORKPLACE -- CONCLUSION -- ACKNOWLEDGMENTS -- References.

14 Commentary: The Need to Study the Transformation of Job Structures -- References -- PART III REDUCING SEGREGATION: THE EFFECTIVENESS OF INTERVENTIONS -- 15 Job Integration Strategies: Today's Programs And Tomorrow's Needs -- RESEARCH ISSUES -- The Evaluation Framework -- Quality of the Data -- STRATEGIES: MOVING WOMEN INTO ENTRY-LEVEL JOBS -- Recruitment: External and Internal Outreach -- Training: Skills and Information -- PROBLEMS: PROMOTING WOMEN TO HIGHLY SKILLED AND EXECUTIVE-LEVEL POSITIONS -- Variations in Opportunity Structures -- Assessing Qualifications and Potential For Promotion -- CONDITIONS: MANAGING INTERVENTION STRATEGIES -- Business Conditions -- Management Practice -- CONCLUSIONS AND RECOMMENDATIONS -- Federal Equal Employment Opportunity Policy -- Federal Training and Education Policy -- Management and Union Initiatives -- Research Agenda -- ACKNOWLEDGMENTS -- References -- 16 Occupational Desegregation in Ceta Programs -- DESCRIPTION OF CETA TITLES AND ELIGIBILITY REQUIREMENTS -- DATA -- Continuous Longitudinal Manpower Survey (CLMS) -- Analytic Strategy -- CETA AS A SYSTEM OF OPPORTUNITIES -- OCCUPATIONAL DESEGREGATION IN CETA -- WAGE IMPLICATIONS OF CETA OCCUPATIONS -- In-CETA Wages -- Post-CETA Wages -- Conclusion -- SUMMARY AND POLICY IMPLICATIONS -- References -- 17 Commentary -- 18 Concluding Remarks.