Part 1
The three chosen occupations include human resources manager, management analyst, and logistician. The percentage of women and men in the three occupations are depicted below.
| Occupation | Percentage of women | Percentage of men |
| Human resources manager | 76.8% | 23.2% |
| Management analyst | 42.7% | 57.3% |
| Logistician | 38.1% | 61.9% |
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Part 2
The sex distribution for the human resources manager occupation points to occupational sex segregation. There is an unequal distribution of female and male human resources managers, with the men being underrepresented. The sex distributions for the management analyst and logistician positions also suggest occupational sex segregation. In both occupations, women are underrepresented.
In the human resources manager occupation, the proportion of women is more than three times that of men. In the management analyst position, the proportion of men is 1.3 times greater than that of women. In the logistician occupation, the proportion of men is 1.6 times greater than that of men.
The human resources manager occupation is in the management and professional sector. The management analyst and logistician occupations are in the business and financial sector.
| Occupation | Weekly median earnings of women | Weekly median earnings of men | Difference | Difference |
| Human resources manager | $1599 | $1748 | $149 | 9% |
| Management analyst | $1455 | $1856 | $401 | 28% |
| Logistician | $1140 | $1256 | $116 | 10% |
There are wage gaps in all three occupations. In the human resources manager occupation, there is a wage gap of 9% in favor of men. In the management analyst occupation, the wage of men is 28% greater than that of women. In the logistician occupation, there is a wage gap of 10% in favor of men.
Gender stratification may explain why there is a wage gap between male and female workers in the majority of the occupations. In society, men have higher statuses than women. Women are expected to occupy a subordinate role in the family while depending on men for financial support. The higher status of men qualifies them to earn higher wages than their female counterparts in similar positions. The level of entry of women should be compared to that of men to try and explain the wage gap.
