Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/33238
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dc.contributor.authorSloane, Peter J.en_US
dc.contributor.authorGrazier, Suzanneen_US
dc.contributor.authorJones, Richard J.en_US
dc.date.accessioned2006-04-04en_US
dc.date.accessioned2010-07-07T09:09:11Z-
dc.date.available2010-07-07T09:09:11Z-
dc.date.issued2005en_US
dc.identifier.urihttp://hdl.handle.net/10419/33238-
dc.description.abstractIn the UK concern has been expressed over the degree of gender occupational segregation. Though there are no general provisions for affirmative action, it does apply in limited areas and pro-active measures have been suggested. In this paper we focus on gender differences in work preferences in relation to job satisfaction, risk aversion and self employment, and question the rationale for affirmative action.en_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aIZA Discussion Papers |x1881en_US
dc.subject.jelJ0en_US
dc.subject.jelJ2en_US
dc.subject.jelK2en_US
dc.subject.ddc330en_US
dc.subject.keywordoccupational segregationen_US
dc.subject.keywordjob satisfactionen_US
dc.subject.keywordrisk satisfactionen_US
dc.subject.keywordrisk aversionen_US
dc.subject.keywordgenderen_US
dc.subject.keywordaffirmative actionen_US
dc.titlePreferences, gender segregation and affirmative actionen_US
dc.type|aWorking Paperen_US
dc.identifier.ppn504525921en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-

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