ABSTRACT
This chapter summarizes gender inequality in organizations from the studies and outlines some implications of work for future research and for policies aimed at achieving work-place equity. After briefly describing the sample, it reviews the findings with respect to these concerns. Some researchers would take issue with comparing men's and women's careers in terms of occupational status. Others have begun analyzing organizational barriers faced by women in the labor market. Each of the organizational control strategies outlined by J. Edwards —simple, technical, and bureaucratic —entails its own mechanisms of sex segregation. Organizations differ less in the amount of segregation than in the ways they produce it. This segregation obviously has profound implications for the careers of men and women, which are the focus of studies in progress. Given the connection between sex segregation and mobility barriers, job integration will require modifying organizational rules for advancement through career ladders.
