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Preferences, Gender Segregation and Affirmative Action

Author

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  • Sloane, Peter J.

    (Swansea University)

  • Grazier, Suzanne

    (Swansea University)

  • Jones, Richard J.

    (Swansea University)

Abstract

In the UK concern has been expressed over the degree of gender occupational segregation. Though there are no general provisions for affirmative action, it does apply in limited areas and pro-active measures have been suggested. In this paper we focus on gender differences in work preferences in relation to job satisfaction, risk aversion and self employment, and question the rationale for affirmative action.

Suggested Citation

  • Sloane, Peter J. & Grazier, Suzanne & Jones, Richard J., 2005. "Preferences, Gender Segregation and Affirmative Action," IZA Discussion Papers 1881, Institute of Labor Economics (IZA).
    • Handle: RePEc:iza:izadps:dp1881
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    References listed on IDEAS

    as
    1. Clive Belfield, 2005. "Workforce gender effects on firm performance and workers' pay: evidence for the UK," Applied Economics, Taylor & Francis Journals, vol. 37(8), pages 885-891.
    2. Caitlin Knowles Myers, 2007. "A Cure for Discrimination? Affirmative Action and the Case of California's Proposition 209," ILR Review, Cornell University, ILR School, vol. 60(3), pages 379-396, April.
    3. Keith A. Bender & Susan M. Donohue & John S. Heywood, 2005. "Job satisfaction and gender segregation," Oxford Economic Papers, Oxford University Press, vol. 57(3), pages 479-496, July.
    Full references (including those not matched with items on IDEAS)

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    More about this item

    Keywords

    risk aversion; job satisfaction; occupational segregation; gender; affirmative action;
    All these keywords.

    JEL classification:

    • J0 - Labor and Demographic Economics - - General
    • J2 - Labor and Demographic Economics - - Demand and Supply of Labor
    • K2 - Law and Economics - - Regulation and Business Law

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