Occupational segregation and organizational characteristics. Empirical evidence for Germany

Stefanie Seifert; Eva Schlenker

doi:10.5771/0935-9915-2014-3-185

Contents
- Chapter Expand | CollapseAuthorsPage
- 159–162 Titelei/Inhaltsverzeichnis 159–162
- 163–165 Managing Diversity – Introduction Gerd Grözinger, Wenzel Matiaske Gerd Grözinger, Wenzel Matiaske 163–165
- 166–184 Demographic change and innovation: The ongoing challenge from the diversity of the labor force Doreen Richter Doreen Richter 166–184
- 185–206 Occupational segregation and organizational characteristics. Empirical evidence for Germany Stefanie Seifert, Eva Schlenker Stefanie Seifert, Eva Schlenker 185–206
- 207–226 The management of diversity in U.S. and German higher education Marlene Langholz Marlene Langholz 207–226
- 227–242 Can we support diversity by performance measurement of European higher education institutions? René Krempkow, Ruth Kamm René Krempkow, Ruth Kamm 227–242
Durchsuchen Sie das Werk
Geben Sie ein Keyword in die Suchleiste ein
No access

mrev management revue , page 185 - 206

Occupational segregation and organizational characteristics. Empirical evidence for Germany

Autoren

Stefanie Seifert Eva Schlenker

DOI
- doi.org/10.5771/0935-9915-2014-3-185
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

This article studies the extent of occupational gender segregation in Germany and analyzes the influence of organizational characteristics on the extent of firm level segregation. We use the 2004 and 2008 survey waves of the Linked-Employer-Employee dataset at the IAB (LIAB) and estimate panel data models for the identification of effects on the corrected dissimilarity index. We find that the link between the level of segregation and organizational characteristics such as gender mainstreaming, formalization and the proportion of women in management positions depends on features of organizational demographics. The results can be utilized by businesses and politics to identify levers for the reduction of segregation.
Share