Occupational Segregation Index Guide
What The Index Shows
An occupational segregation index compares two workforce distributions. It shows how differently two groups are spread across occupations. A low value means both groups have similar occupational shares. A high value means the groups are concentrated in different job families. The result is often called the Duncan dissimilarity index. It is widely used in labor studies, diversity reports, and equality audits.
Why This Calculator Helps
Manual calculations can become slow when many occupations are listed. Each occupation needs two group counts. Each count must be converted into a group share. The absolute difference between those shares is then summed and halved. This calculator performs those steps in one place. It also shows each occupation contribution. That detail helps users find the largest sources of separation.
Reading The Result
The index ranges from zero to one hundred percent. Zero means both groups have identical occupational distributions. One hundred means the groups do not overlap across occupations. A result of twenty five percent means one quarter of one group would need to move across occupations for both distributions to match. This is an interpretation of distributional difference. It is not a direct measure of discrimination.
Good Data Practices
Use complete occupation counts from the same workforce period. Do not mix departments, years, or job classifications without noting the change. Keep occupation labels consistent. Combine very small categories when privacy or unstable rates are a concern. Review missing values before reporting the final result. Small errors can affect shares when group totals are low.
Practical Uses
Human resources teams can compare gender, age, or other workforce groups. Researchers can track segregation across regions or years. Policy teams can identify occupations that drive separation. The contribution table is useful for targeted action. It shows whether the index is driven by one occupation or many. The export tools also support documentation. Save the CSV for spreadsheets. Save the PDF for a quick report. Always explain the data source, grouping method, and limitations with the published value.
Use Results Carefully
The index should guide important questions, not settle them. Pair results with hiring, pay, promotion, and retention evidence. Context makes the number more useful for planning decisions today.