According to the Dictionary of Sociology (1998) gender segregation refers to the unequal distribution between men and women in the workplace, sometimes also (and more precisely ) called "employment" sex segregation." There are two forms: “vertical segregation” describes the grouping of men at the top of professional hierarchies and women at the bottom; “Horizontal segregation” describes the fact that at the same professional level (i.e. within professional classes or even occupations themselves) men and women have different work tasks. Horizontal and vertical segregation Occupational gender segregation is at the heart of stereotypical career choices and has demonstrated stubborn resistance to change in the UK labor market, despite women entering the labor market being more highly qualified. Clouds Work (2009). Watson (2008) believes that occupational segregation is a pattern of occupations in which some are predominantly male and others female. Watson (2008) indicates that horizontal segregation occurs when the workforce of a specific industry or sector is primarily composed of a particular gender. An example of horizontal segregation can be found in the construction industry, where men make up the majority of the industry's workforce, while childcare is almost exclusively a female occupation. Vertical segregation occurs when career advancement opportunities within a company or industry for a particular gender are limited. . Vertical segregation affects women much more than men. For example, women are less likely than men to work as managers or senior officials. Watson (2008). According to Phillips and Taylor (1980) vertical segregation is work, often considered inferior, because women do it. ...... middle of paper ...... traditional obstacles compared to those faced by their male counterparts. A common situation, identified by the former Equal Opportunities Commission, is the need for women leaders to devote more time and energy not only to leading, but also to “proving” that they can lead. Female leaders are penalized if they confirm or contradict a specific stereotype. A female leader can expect to be seen as less competent when her behavior is consistent with stereotypically “feminine” behavior and as “unfeminine” when her behavior is inconsistent with stereotypes. Ritvo et al (1995). According to the Institute for Women Policy Research (2010) women represent almost half of the workforce. They are equal, if not primary, breadwinners in four out of ten families. They receive more college and graduate degrees than men. However, on average, women continue to earn much less than men.