1. Occupational Segregation and Wage Gap Pay Percentage of Women in an occupation feminization Reskin & Roos: Job Queues, Gender Queues Adapted from Reskin & Roos, 1990

2. 11 occupations which shifted from male to female Growth of occupation produced labor needs Laws (e.g., Title VII) Fewer men and more women available More women with credentials Occupation’s attractiveness declined Pay Percentage of Women in an occupation

3. Queuing Theory No Differences between women and men: income social standing autonomy job security congenial atmosphere interesting work promotion Job 1 Job 2 Job 3 Job 4 Job Queues

4. highly competent workers moderately competent workers least competent workers Hiring Queues

5. highly competent men moderately competent men highly competent women  men appropriate for high-status jobs  beliefs that men outproduce; women, turnover & absenteeism  expect men to react negatively to women's intrusion  accept higher costs for status  fit with men who establish queue Men preferred over women:

6. Queuing Theory Employers move down their gendered hiring queue as needed highly competent men moderately competent men highly competent women Job declines: Lower pay Less security Etc. More women is a sign, not a cause, of an occupation’s decline