The Effect of Access and Exposure on Occupational Segregation for Women and Minorities
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Date
2021-01-25
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University of Baltimore. College of Public Affairs
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University of Baltimore. Doctor of Public Administration
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This item may be protected under Title 17 of the U.S. Copyright Law. It is made available by the University of Baltimore for non-commercial research and educational purposes.
Abstract
The central theme of this project rests in providing evidence of occupational segregation relative to race and sex. In line with the central theme is the proposition that workforce training impacts the effects of occupational segregation and expands occupational choices for both women and minorities. Career choices for women and minorities are significantly narrowed, due to the impact of occupational segregation. The objective of this study is to identify specific factors that may account for expanded career choices for minorities and women who have been enrolled in work development training versus those who have not participated in workforce training.
Previous studies primarily utilized a single theory to examine occupational segregation (Perales, 2013; Cech, 2016; and Moore, 1995). Employing a multi-theoretical framework in the explanation of career choice allows this project to include various elements of occupational segregation that impede opportunities for women and minorities. This current study employs a quantitative approach in examining workforce development training participation as a significant influence on career choices for minorities and women in the United States’ (US) labor market. Overall, this research demonstrates that workforce trainng impacts race and gender relative to career choices, although the effects are reflected differently relative to distinct racial and gender categories.
While it was clear that race and gender were significant attributes in identifying career choice and job satisfaction in this study, workforce training exhibited significant effects on work-life and and occupation type specifically for our target groups. Workforce training significantly impacted the variability of occupation type and work life specifically for minorities. Women showed minor changes in the variability of occupation type as an effect of workforce training. Both women and minority job satisfaction showed significant variability as a condition of workforce diversity. Job satisfaction was significantly less influential in determining work-life for minorities while White work-life was much more effected by job satisfaction. Workforce development and training show promising results as conditions to improve occupational choice for women and minorities, specifically in non-traditional