Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/33238 
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dc.contributor.authorSloane, Peter J.en
dc.contributor.authorGrazier, Suzanneen
dc.contributor.authorJones, Richard J.en
dc.date.accessioned2006-04-04-
dc.date.accessioned2010-07-07T09:09:11Z-
dc.date.available2010-07-07T09:09:11Z-
dc.date.issued2005-
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
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x1881en
dc.subject.jelJ0en
dc.subject.jelJ2en
dc.subject.jelK2en
dc.subject.ddc330en
dc.subject.keywordoccupational segregationen
dc.subject.keywordjob satisfactionen
dc.subject.keywordrisk satisfactionen
dc.subject.keywordrisk aversionen
dc.subject.keywordgenderen
dc.subject.keywordaffirmative actionen
dc.titlePreferences, gender segregation and affirmative action-
dc.type|aWorking Paperen
dc.identifier.ppn504525921en
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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