Indicator 7 – Gendered segregation within the workplace

Measure 7.1 Occupational gender segregation (critical)

What does this measure show?	This measure uses workforce data to see if certain jobs are mostly done by one gender.
How is it calculated?	In your employee dataset, use the ‘gender’ and ‘occupation code’ data provided for each employee. Use the first digit of your occupation code to categorise employees into eight major occupational groups (i.e. 1-Managers, 2-Professionals, 3-Technicians & Trade Workers, 4-Community and Personal Service Workers, 5-Clerical and Administrative Workers, 6-Sales Workers, 7-Machinery Operators and Drivers, 8-Labourers). For each occupational group, record the percentage of employees who are women, men and people of self-described gender. The total for each group should add up to 100%.
Why is this important?	When certain jobs are mostly done by people of one gender, it reinforces outdated stereotypes about who is ‘suited’ to what kind of work. This can limit opportunities for everyone. It can also have a big impact on your gender pay gaps. By understanding where gender segregation exists in your organisation, you can open up roles to a broader talent pool. You can address barriers so people of all genders feel welcome in different occupations. This will create a more inclusive and equitable workplace.
Additional questions	Use these prompts to consider this measure alongside other relevant data. Look at measure 3.1 (mean total remuneration gender pay gap by occupation group). What is the pay gap between occupation groups? Are majority-men occupations generally paid more than majority-women occupations? Consider your data in relation to gender stereotypes. Does the gender composition of different occupations reflect traditional gender roles? For example, are women concentrated in caring or administrative roles? Do men dominate technical or trade roles? Look at your employee experience data related to workplace safety and culture. Where possible, break the results down by gender. Are there gendered differences in how safe and included employees feel at work? Look at employee experience questions related to bullying, harassment, and discrimination. If possible, disaggregate the data by gender and work group. Are there specific areas of the organisation where employees of a particular gender feel unwelcome? Do these areas align with occupations that are heavily gendered? Look at measure 5.4 (perceptions of recruitment by gender). Do employees of different genders view the fairness of recruitment differently? If you have the data, look at how gender intersects with other factors, like cultural identity or disability status. Do you see different trends for groups facing intersecting inequalities?
Other measures to consider	Consider this measure alongside: Measure 1.1 Gender composition of the duty holder organisation Measure 3.1 Mean total remuneration gender pay gap by occupation group Measure 3.3 Mean base salary gender pay gap Measure 3.4 Median total remuneration gender pay gap Measure 3.5 Median base salary gender pay gap Measure 5.3 Perceptions of recruitment, by gender.

Updated 29 July 2025