Labor market segmentation is primarily based on skill level, as different skills command different wages and job opportunities.

The primary sector, which includes industries such as agriculture, mining, and construction, typically offers higher wages and job security compared to other sectors.

The secondary sector, which includes manufacturing and assembly industries, is characterized by routine tasks and standardized production processes.

The informal sector, which includes unregulated and often undocumented work, is characterized by low wages, poor working conditions, and limited opportunities for advancement.

Labor market segmentation refers to the barriers that prevent workers from moving between different segments of the labor market, such as skill-based or industry-based segments.

The dual labor market theory proposes that the labor market is divided into two segments: the core, which offers stable and well-paid jobs, and the periphery, which consists of low-wage and insecure jobs.

The segmented labor market theory argues that workers are immobile between different segments of the labor market due to factors such as skill mismatches, discrimination, and institutional barriers.

Job training programs are often proposed to address labor market segmentation by providing workers with the skills and qualifications needed to move into higher-paying and more stable jobs.

Occupational mobility refers to the process by which workers move from one segment of the labor market to another, such as from low-skilled to high-skilled jobs or from one industry to another.

Discrimination based on factors such as race, gender, or disability can create barriers to occupational mobility and contribute to labor market segmentation.

Internal labor markets refer to the process by which employers hire and promote workers based on their internal networks and relationships, rather than through external recruitment.

The efficiency wage theory argues that employers pay wages above the market equilibrium to increase worker productivity and reduce turnover, leading to higher profits.

Skill gap refers to the mismatch between the skills possessed by workers and the skills demanded by employers, which can lead to unemployment or underemployment.

Job training programs are often proposed to address skill gaps and promote occupational mobility by providing workers with the skills and qualifications needed to move into higher-paying and more stable jobs.

Internal labor markets refer to the process by which workers move from one job to another within the same organization, often based on seniority, performance, or internal policies.