TY  - BOOK
AU  - Reskin,Barbara F.
AU  - Hartmann,Heidi I.
ED  - National Academy of Sciences - National Research Council, Washington, DC. Commission on Behavioral and Social Sciences and Education.
ED  - National Academy of Sciences - National Research Council, Washington, DC. Commission on Behavioral and Social Sciences and Education.
ED  - National Academy of Sciences - National Research Council, Washington, DC. Committee on Women's Employment and Related Social Issues.
TI  - Women's Work, Men's Work. Sex Segregation on the Job
SN  - 9780309034296 :
U1  - 331.1330973 
PY  - 1986///
CY  - [Washington, D.C.]
PB  - Distributed by ERIC Clearinghouse
KW  - Comparative Analysis
KW  - ericd
KW  - Employed Women
KW  - Employment Patterns
KW  - Employment Practices
KW  - Females
KW  - Labor Market
KW  - Literature Reviews
KW  - Needs Assessment
KW  - Nontraditional Occupations
KW  - Occupational Segregation
KW  - Personnel Integration
KW  - Personnel Policy
KW  - Policy Formation
KW  - Public Policy
KW  - Research Needs
KW  - Research Utilization
KW  - Salary Wage Differentials
KW  - Sex Bias
KW  - Sex Differences
KW  - Sex Discrimination
KW  - Sex Fairness
KW  - Sex Role
KW  - Social Science Research
KW  - Trend Analysis
KW  - Sex Segregation
N1  - Availability: National Academy Press, 2101 Constitution Avenue, NW, Washington, DC, 20418 ($15.50); Sponsoring Agency: Office of Vocational and Adult Education (ED), Washington, DC; Sponsoring Agency: Department of Labor, Washington, DC; Sponsoring Agency: Carnegie Corp. of New York, NY; Contract Number: 300-81-0282; ERIC Note: For a related document, see ED 247 445; Microfiche; [Washington D.C.]; ERIC Clearinghouse; microfiches : positive
N2  - The literature on sex segregation in the workplace was reviewed to determine how it could be used in formulating policy in the area of sex fairness in the American labor market. The committee found that although women's occupational options have increased dramatically in the past decade, sex segregation is still widespread. Among those factors that appeared responsible for sex segregation in the workplace were the following: cultural beliefs; barriers to employment such as discrimination, socialization, and unequal education and training opportunities; family responsibilities; and the opportunity structure. Analysis of the existing laws and programs geared toward intervening in the workplace, in job training, and in education revealed that what is needed is not new legislation but rather more committed leadership, stricter enforcement, and enhancement of voluntary compliance with existing laws. In addition, enforcement agencies must develop much stronger programs of policy-relevant research on such issues as the sources of change in occupations in which the most dramatic improvements in sex-fair opportunities have occurred and the relative effectiveness of measures to improve enforcement and voluntary compliance. (This report includes 15 tables and the table of contents from a comparison report, "Sex Segregation in the Workplace.") (MN)
UR  - http://www.eric.ed.gov/contentdelivery/servlet/ERICServlet?accno=ED263350
ER  -