In addition to all the problems associated with gender segregation, the position of different groups in the labor market is also affected by the employer’s discrimination.

Discrimination represents the unequal opportunities in the labor market of a group of workers that have the same productivity as other workers (group discrimination), or the unequal opportunities of individual workers compared to workers with similar characteristics (individual discrimination).

There are several types of discrimination in the labor markets.

  • Discrimination in hiring occurs when a particular group is the last to be hired and the first to be fired.
  • Discrimination in access to certain professions or positions occurs when a certain group is prohibited or restricted from access to certain types of activities, professions and positions, despite the fact that they are able to do the work.
  • Wage discrimination occurs in the case of lower wages of some workers compared with others performing the same work.
  • Promotion discrimination in a professional career happens when employees of the discriminated group are limited in vertical mobility.
  • Discrimination in education or training can be expressed either in restricting access to education and training, or in the provision of educational services of lower quality.


The last type of discrimination cannot be fully attributed to discrimination in the labor market, since education usually precedes work. But, despite the "pre-labor" nature of this type of discrimination, its causes and consequences are closely related to the functioning of the labor market.

Numerous studies of the discrimination phenomenon by both workers and employers show that the most relevant type of discrimination in the labor market is happening in the hiring and firing fields, concerning gender inequality.

Thus, in the labor market, there is mainly direct, not hidden discrimination, which manifests itself in hiring and promotion policies and reflects the gender preferences of employers in relation to certain jobs and activities. Such hidden discrimination contributes to the formation of horizontal and vertical segregation in the labor market.

Speaking of discrimination in the labor market, two types of stereotypes that support gender inequality can be distinguished: stereotypes of position and stereotypes of behavior.

Position stereotypes are employer stereotypes. The employer perceives women as a less useful labor force. He proceeds from the notion that a woman needs to combine work with family responsibilities, so one should not expect super labor efforts, career orientations, etc. Such employer behavior is undoubtedly discriminatory.

The stereotype of behavior is, on the contrary, the stereotype of workers. Since women know that they are treated as less preferable workers, they proceed from the fact that they have no opportunities to compete with men, and choose activities that require less labor.

Thus, both factors act on the labor market at the same time, not allowing women to occupy the same positions as men.

The wide participation of women and smaller discriminated groups in the global market did not eliminate the differences they have to face in employment. With a quantitatively close level of economic activity of men and women, the latter continue to work in conditions of horizontal and vertical segregation in the labor market and receive, on average, lower wages.

In order to eliminate the economic foundations of inequality, it is not enough to ensure equal participation of all groups in corporate activities. To do this, it is necessary to change the structure of demand in the labor market, the practice of hiring and promoting personnel, and to increase the importance and prestige of positions held by all groups.