What is "job segregation"?

Job segregation refers to the practice of directing certain groups of people into specific job types based on stereotypes or discrimination. This often occurs along the lines of gender, race, or ethnicity, leading to the concentration of particular groups in certain roles while excluding others from different positions based solely on preconceived notions about their capabilities or suitability.

For example, if a company consistently assigns women to administrative roles while men are chosen for managerial or technical positions without regard to individual qualifications, it reflects job segregation. This practice not only limits equal opportunities but can also perpetuate wage gaps and reinforce discriminatory beliefs about the value of work performed by different groups.

The other options do not accurately define job segregation. Unequal pay for different jobs, while a serious issue, pertains more to wage discrimination rather than the assignment of roles. Promoting gender equality in the workplace focuses on creating equal opportunities and addressing barriers, which is the opposite of job segregation. Rotating employees through various job functions relates to a different concept of job flexibility and skill development, not segregation based on demographic factors.