This study examines how industry and occupation sex segregation are related to the utilization of flexible scheduling policies and perceptions of the career repercussions of using such policies. The analysis is performed on data from the 2002 National Study of the Changing Workforce (N = 2810). Findings suggest that the percentage of women per industry and occupation increase the likelihood of using flexible scheduling, however, the effect is not cumulative. The results show that organization family support interacts with gender and the sex composition of the industry in predicting use of flexible scheduling. Further, the findings indicate that the relationship between the extent of sex segregation and perceptions of the career repercussions of using policies is complicated with a 3-way interaction of percentage of women per industry, percentage of women per industry, and gender. These patterns are discussed in further detail along with implications of the study.