an economic analysis of acting white this paper formalizes a widely discussed peer eect entitled acting white acting white is modeled as a two audience signaling quandary signals that induce high wages can be signals that induce peer group rejection without peer eects equilibria involve all ability types choosing dierent levels of education acting white alters the equilibrium dramatically the possibly empty set of lowest ability individuals and the set of highest ability individuals continue to reveal their type through investments in education ability types in the middle interval pool on a common education level only those in the lower intervals are accepted by the group the model s predictions t many stylized facts in the anthropology and sociology literatures regarding social interactions among minority group members

racial discrimination in the labor market theory and empirics we review theories of race discrimination in the labor market taste based models can generate wage and unemployment duration differentials when combined with either random or directed search even when strong prejudice is not widespread but no existing model explains the unemployment rate differential models of statistical discrimination based on differential observability of productivity across races can explain the pattern and magnitudes of wage differentials but do not address employment and unemployment at their current state of development models of statistical discrimination based on rational stereotypes have little empirical content it is plausible that models combining elements of the search models with statistical discrimination could fit the data we suggest possible avenues to be pursued and comment briefly on the implication of existing theory for public policy jel j15 j31 j64 j71

racial disparities in job finding and offered wages abstractthe extent to which discrimination can explain racial wage gaps is one of the most divisive issues in the social sciences using a newly available data set this paper develops a simple empirical test that under plausible but not innocuous conditions provides a lower bound on the extent of discrimination in the labor market taken at face value our estimates imply that differential treatment accounts for at least one third of the black white wage gap we argue that the patterns in our data are most naturally rationalized through a search matching model in which employers statistically discriminate on the basis of race when hiring unemployed workers but learn about their marginal product over time

competition between private and public schools vouchers and peer group effects a theoretical and computational model with tax financed tuition free public schools and competitive tuition financed private schools is developed students differ by ability and income achievement depends on own ability and on peers abilities equilibrium has a strict hierarchy of school qualities and two dimensional student sorting with stratification by ability and income in private schools high ability low income students receive tuition discounts while low ability high income students pay tuition premia tuition vouchers increase the relative size of the private sector and the extent of student sorting and benefit high ability students relative to low ability students

subjective performance and the value of blind evaluation we investigate the incentive and project screening effects of anonymity in a setting of subjective performance evaluation if the review process is blind then the applicant s payoff relevant type is hidden from the reviewer if the process is nonblind or informed then the reviewer observes the applicant s type directly in either case the evaluator receives a noisy signal on the quality of the agent s project and decides whether to accept or reject it we find that if the signal is not verifiable then informed evaluation results in an excessively steep equilibrium acceptance policy the standard applied to low ability applicants is too stringent and the standard applied to high ability applicants is too lenient blind review in which all applicants face the same standard often provides better incentives but it discards valuable information for screening projects we discover that blind review is more likely to be preferred by the evaluator when 1 the applicant pool is skewed toward high ability types 2 the stakes from acceptance are relatively high for applicants 3 both types of errors are relatively less costly or 4 there is little competition among reviewers we also discover that under blind review the evaluator may benefit from a more diverse applicant pool

mommy tracks and public policy on self fulfilling prophecies and gender gaps in hiring and promotion abstract consider a model with two types of jobs the profitability of hiring a worker to a fast track job depends not only on his or her observable talent but also on incontractible effort we investigate whether self fulfilling expectations may lead to higher hiring or promotion standards for women if employers expect women to do more household work than men thereby exerting less effort in their paid job then women must be more talented to make it profitable to hire them specialization in the family will then result in women doing most of the household work such self fulfilling prophecies can be defeated by affirmative action or family policy however it is unlikely that temporary policy can move the economy to a symmetric equilibrium policy must be made permanent anti discrimination policy need not enhance efficiency and from a distribution viewpoint this is a policy with both winners and losers

social culture and economic performance the connection between obtaining higher paying jobs and undertaking some seemingly irrelevant activity is interpreted as social culture in the context of a society trying to adopt a new technology i show that by allowing the firms to give preferential treatment to workers based on some cultural activity the society can partially overcome an informational free riding problem therefore social culture may affect the economic performance by altering the effective production technology of the economy jel p17 z1 what is social culture what is the role of social culture in economic performance in a provocative article kenneth arrow 1971 argued that norms of social behavior including ethical and moral codes are reactions of society to compensate for market failure somewhat surprisingly this idea of the role of social culture has not been further pursued in the literature in this paper i take arrow s viewpoint seriously and construct a simple model to examine the possibility that social culture may alleviate market failure i consider a society that is deciding whether to adopt a new technology three important assumptions are made about the economy first adoption decisions are made by entrepreneurs or firms but the operators of the new technology are workers second the new technology can be successfully operated only when the worker has invested in some imperfectly observable requisite skills and third it is costly for the workers

the evolution of managerial expertise how corporate culture can run amok this paper investigates how noisy evaluation of worker skills affects human capital investments and hiring individuals distort investments toward skills that most managers can evaluate dynamically when workers become managers managerial expertise can become increasingly skewed over time raising investment distortions and reducing output if firms select managerial expertise strategically efficient investments can be retrieved when a identifying whether workers skills matter more than distinguishing among skilled workers and b initial investment distortions are small otherwise such strategic design worsens long run outcomes finally we determine when short run affirmative action policies are effective

nutrition human rights and resources abstract according to international human rights law states are required to devote the maximum available resources to realizing the right to nutrition along with other economic social and cultural rights however the meaning of this phrase has never been adequately described with the result that state compliance with this obligation cannot be measured property it is suggested that there are five types of resources financial human natural technological and informational states must marshall these resources both domestically and internationally and from both public and private sources in order to realize rights like the right to nutrition measurement of state compliance with this obligation can be done by developing indicators of compliance for each of the resource types paired with the human right in question it is suggested that in preparing national plans of action to follow up recommendations of the international conference on nutrition in 1992 states might undertake a systematic assessment of needed resources and establish a system of measurement of progress in achieving them as a step towards identifying state obligations to realize nutritional goals as human rights and facilitate international reporting of compliance with relevant human rights conventions they have ratified

the dynamics of statistical discrimination this article demonstrates how learning dynamics select among equilibria in a statistical discrimination model of employment the static market model exhibits multiple equilibria the belief revision dynamics generate a markov market process which in the long run is mostly near one and only one of the static equilibria regardless of initial conditions usually policy effects appear in comparative statics where the equilibrium set moves with different policies but here policy is also seen to effect which equilibrium is selected even when it has no comparative statics effect at all social scientists have identified self fulfilling expectations as an important source of discrimination in labour markets and other social exchanges various theories highlight the role of negative racial attitudes in creating social outcomes that in turn help to perpetuate the initial beliefs in this account discriminatory outcomes appear as an equilibrium of beliefs and behaviour among sociologists merton 1948 is one source for this view 1 a similar view of discrimination was put forward by myrdal 1944 who referred to an equilibrium of beliefs and behaviour as the principle of cumulation and less abstractly as the vicious circle myrdal observes that social systems may have multiple equilibria and that different equilibria may be more or less robust to perturbations remedial policies he notes might work by destabilising one equilibrium in favour of another

a theory of collective reputations with applications to the persistence of corruption and to firm quality the paper is a first attempt at modelling the idea of group reputation as an aggregate of individual reputations a member s current incentives are affected by his past behaviour and because his track record is observed only with noise by the group s past behaviour as well the paper thus studies the joint dynamics of individual and collective reputations and derives the existence of stereotypes from history dependence rather than from a multiplicity of equilibria or from the existence of a common trait as is usually done in the literature it shows that new members of an organization may suffer from an original sin of their elders long after the latter are gone and it derives necessary and sufficient conditions under which group reputations can be rebuilt last the paper applies the theory to analyse when a large firm can maintain a reputation for quality 1 collective reputations collective reputations play an important role in economics and the social sciences countries ethnic racial or religious groups are known to be hard working honest corrupt hospitable or belligerent some firms enjoy substantial rents from their reputations for producing high quality products some departments are reported to treat their faculty or students fairly the paper is a first attempt at modelling the idea of group reputation as an aggregate of individual reputations a member s current incentives are affected by her past behaviour and because her track record is observed only with noise by the group s past behaviour as well the paper studies the joint dynamics of individual and collective reputations in a model in which current generations are progressively replaced by new ones and derives the existence of stereotypes from history dependence rather than from a multiplicity of equilibria or from the existence of a common trait as is usually done in the literature see section 2 for a detailed comparison with the literature it shows that new members of an organization may suffer from an original sin of their elders long after the latter are gone and it derives necessary and sufficient conditions under which group reputations can be rebuilt last the paper applies the theory to analyse when a large firm can maintain a reputation for quality let us spell out the building blocks of our theory in more detail a a group s reputation is only as good as that of its members each member is characterized by individual traits such as talent diligence or honesty past individual behaviour conveys information about these traits and generates individual reputations

pride and prejudice using ethnic sounding names and inter ethnic marriages to identify labour market discrimination labour markets discriminate against workers with particular ethnic sounding names we use non random sorting into interethnic marriage and salient differences between sephardic and ashkenazi surnames to evaluate the causal impact of sephardic affiliation on wages using the 1995 israeli census we estimate the effect of a sephardic sounding surname on wages we first compare the wages of israeli jewish males born to sephardic fathers and ashkenazi mothers sa who are more likely to carry a sephardic surname with the wages of israeli jewish males born to ashkenazi fathers and sephardic mothers as we find that israeli labor markets discriminate based on perceived ethnicity sa workers earn significantly less than their as counterparts we then exploit the custom of women to adopt their husbands surnames to disentangle actual ethnicity from the ethnicity perceived by the market consistent with ethnic discrimination based on surnames we find that it is father in law s ethnicity rather than father s ethnicity that shapes female wage rates finally we find that labor markets discriminate based on surname only when those names provide additional information about ethnicity when ethnicity can be discerned from skin tone surnames do not provide additional explanatory power with respect to wages

what will the likely range of my wealth be the median is often a better measure than the mean in evaluating a portfolio s long term value the standard plug in estimate of the median however is too optimistic it has a substantial upward bias that can easily exceed a factor of 2 this article provides an unbiased forecast of the median of a portfolio s long term value it also provides an unbiased forecast of an arbitrary percentile of a portfolio s long term value distribution which enables the construction of the likely range of a portfolio s long term value for any given confidence level the article offers an unbiased forecast of the probability of a portfolio s long term value falling within a given interval the article s unbiased estimators give a more accurate assessment of a portfolio s long term value than do traditional estimators and are useful for long term planning and investment

an equilibrium search matching model of discrimination abstract a model in which firms have incomplete information about workers at the hiring stage is shown to entail discrimination as the unique stable equilibrium outcome even if no agents have a taste for discrimination and groups are ex ante identical groups which are discriminated against e g blacks women earn lower wages and endure longer unemployment spells

cultural transmission and discrimination workers can have good or bad work habits these traits are transmitted from one generation to the next through a learning and imitation process which depends on parents investment in the trait and the social environment where children live if a sufficiently high proportion of employers have taste based prejudices against minority workers we show that their prejudices are always self fulfilled in steady state and minority workers end up having on average worse work habits than majority workers this leads to a ghetto culture affirmative action can improve the welfare of minorities whereas integration can be beneficial to minority workers but detrimental to workers from the majority group

realizing the right to food and nutrition through public and private action two commentaries on dreze s sen s book hunger and public action in the context of food and nutrition rights abstract published over half a decade ago dreze s and sen s book dreze j and sen a 1989 hunger and public action clarendon press oxford is a continuing source of food for thought pertinent to the current debate on people s entitlements akin to legal ownership rights thinking and the authors discussion of the nature of public action is a lucid reminder that at a time of diminishing government roles the issue of responsibility for hunger elimination goes well beyond the current narrowly polarized debate on state versus the private sector action section 1 examines the authors concepts premises and findings in the context of today s human rights debate it calls for strengthening instead of weakening governments to do what they can or should be able to do best and emphasizes the importance of strengthening legal rights beyond improving the economic policy environment in order to ensure that people s entitlements are not subject to the whims of the policies of the present day and that the indivisibility of political and civil rights and economic social and cultural rights is adhered to in describing bangladesh s grameen bank experience section 2 provides a grassroots illustration of the true meaning of public action and of the evidence generated by the poor as most effective users of resources which is shaking the foundations of development thinking in the authors spirit both commentators call for strengthening civil society and for fostering cooperation between state private enterprise ngos and civil society at large

matching with interviews abstract this paper explores how interviews affect the matching process when worker productivity is private information wages are determined by a single round of strategic bargaining after the worker is interviewed the implications of this hiring process for the efficiency of matching and the incidence and severity of statistical discrimination are considered the better are firms at identifying productive workers the worse the average quality of the unemployment pool so interviewing tends to slow down matching for every one multiple pareto rankable equilibria are possible such that any social group in a bad equilibrium faces stricter hiring standards longer spells of unemployment and lower welfare

is the recent financial crisis really a once in a century event on 9 october 2007 the dow jones industrial average reached a high of 14 164 53 by 9 march 2009 it had dropped about 54 percent to a low of 6 547 05 former fed chairman alan greenspan called this a once in a century crisis the authors show that the probability of a stock market drop of 50 percent from a high is about 90 percent over a 100 year period based on the popular random walk model of stock prices with a broad market index and a more sophisticated asset pricing model that captures more risks in the economy the probability rises to above 99 percent a market drop of 50 percent or more is very likely in long term stock market investments and investors should be prepared for it

asymmetric tournaments equal opportunity laws and affirmative action some experimental results this paper assesses whether affirmative action programs and equal opportunity laws affect the output of economic agents more precisely we find that equal opportunity laws and affirmative action programs always benefit disadvantaged groups equal opportunity laws also increase the effort levels of all subjects and hence the profits of the tournament administrator usually the firm the effects of affirmative action programs depend on the severity of a group s cost disadvantage when the cost disadvantage is severe these programs significantly increase effort levels and hence profits the opposite is true when the disadvantage is slight

to be or not to be stereotypes identity choice and group inequality abstract we extend a model of stereotyping by allowing agents to exert control over their perceived identities the logic of individuals identity choices induces a positive selection of the more talented individuals into a group with a superior reputation thus the inequality deriving from the stereotyping of endogenously constructed groups can be greater than the inequality that can emerge when perceived identity is not malleable moreover when identity manipulation is sufficiently easier to undertake an equality across social groups may not be achievable even with strong egalitarian interventions among the human behaviors illuminated by this theory are 1 the selective out migration from a stigmatized group and 2 the production of the indices of differentiation by better off members of the negatively stereotyped group we also examine the welfare implications of these identity manipulation activities

human resource building for the promotion of nutrition rights a cross disciplinary challenge abstract the current focus on human development in general global development efforts carries with it a need for building human resources with appropriate intellectual communicative and operational skills for use in analyses decision making and action at all levels human resource building extends beyond conventional disciplinary training and fosters the capability to work together to solve often complex problems for which each discipline does not alone have the answers human resources are needed to bridge the thinking and action between human rights and economic social and cultural development including food and nutrition improvements as human and social development goals and as human rights this paper discusses the opportunities and prospects for human resource building for the promotion of nutrition rights as a mutual challenge for human rights lawyers and institutions and nutrition training institutions the view is put forward that while human resource building for nutrition rights is critical at the community and grass roots levels a commitment to appropriate programmes at academic institutions is needed to ensure the preparation of expertise as well as cadres who can stimulate and backstop activities at these levels and within the civil society as a whole and ensure credibility and sustainability the paper gives some examples of emerging and planned efforts to establish focused nutrition rights training and calls for a networking of like minded institutions within the human rights and nutrition communities for a strengthened performance and impact in training for further nutrition rights theory building standard setting assessment and promotion

racial realism a review essay on john skrentny s after civil rights in his valuable contribution after civil rights john skrentny shows that in many sectors of the labor market race is used in ways that were unanticipated when the 1964 civil rights act was enacted with separate chapters on the professions and business the public sector media and entertainment and the low skill market he demonstrates that the new racial realism is widespread generally has some justification from social scientific research and is usually inconsistent with judicial decisions i review the racially realistic practices racial matching increasing diversity racial signaling and racial characteristics and discuss their implications for labor economics and for policy

conspicuous consumption and race using nationally representative data on consumption we show that blacks and hispanics devote larger shares of their expenditure bundles to visible goods clothing jewelry and cars than do comparable whites these differences exist among virtually all subpopulations are relatively constant over time and are economically large although racial differences in utility preference parameters might account for a portion of these consumption differences we emphasize instead a model of status seeking in which conspicuous consumption is used as a costly indicator of a household s economic position using merged data on race and state level income we demonstrate that a key prediction of the status signaling model that visible consumption should be declining in reference group income is strongly borne out in the data for each racial group moreover we show that accounting for differences in reference group income characteristics explains most of the racial difference in visible consumption

geometric or arithmetic mean a reconsideration an unbiased forecast of the terminal value of a portfolio requires compounding of its initial value at its arithmetic mean return for the length of the investment period compounding at the arithmetic average historical return however results in an upwardly biased forecast this bias does not necessarily disappear even if the sample average return is itself an unbiased estimator of the true mean the average is computed from a long data series and returns are generated according to a stable distribution in contrast forecasts obtained by compounding at the geometric average will generally be biased downward the biases are empirically significant for investment horizons of 40 years the difference in forecasts of cumulative performance can easily exceed a factor of 2 and the percentage difference in forecasts grows with the investment horizon as well as with the imprecision in the estimate of the mean return for typical investment horizons the proper compounding rate is in between the arithmetic

affirmative action and labor markets affirmative action remains controversial the controversy extends from the original antidiscrimination legislation and its interpretation to estimates of affirmative action s effect on the labor market this paper provides a progress report on our recent efforts at detecting the effects of affirmative action on minority wages and employment although we find a substantial increase in wages for black men and black women over our sample period the timing of these wage changes is surprising most of the wage gains came prior to 1974 before the establishment of an effective monitoring structure for affirmative action indeed when the powers of the eeoc and ofcc are greatest the wage effects for young blacks are somewhat perverse using eeo 1 reports we find a major shift in black employment toward firms most vulnerable to the monitoring and potential sanctions of the affirmative action programs as with wages the shift in minority employment came prior to the expansion of the powers and budgets of the ee

will affirmative action policies eliminate negative stereotypes a key question concerning affirmative action is whether the labor market gains it brings to minorities can continue without it becoming a permanent fixture in the labor market the authors argue that this depends on how the policy affects employers beliefs about the productivity of minority workers they study the joint determination of employer beliefs and worker productivity in a model of statistical discrimination in job assignments the authors prove that even when identifiable groups are equally endowed ex ante affirmative action can bring about a situation in which employers correctly perceive the groups to be unequally productive ex post copyright 1993 by american economic association

statistical discrimination with peer effects can integration eliminate negative stereotypes we introduce peer effects in the costs of human capital acquisition into a model of statistical dis crimination in labour markets this creates a link between the level of segregation in social networks and racial disparities in job assignment and wages we show that this relationship is characterized by disconti nuities there is a threshold level of segregation below which negative stereotypes become unsustainable and steady state skill levels can change dramatically this change can work in either direction skill levels may either rise or fall in both groups vvtiich of these outcomes arises depends on the population share of the disadvantaged group and on the distribution of the costs of human capital investments we also examine the effects of affirmative action policies in the presence of peer effects and provide conditions under which such policies eliminate negative stereotypes

does affirmative action work caste gender college quality and academic success in india public policy in modern india features affirmative action programs intended to reduce inequality that stems from a centuries old caste structure and history of disparate treatment by gender we study the effects of one such affirmative action program an admissions policy that fixes percentage quotas common across more than 200 engineering colleges for disadvantaged castes and for women we show that the program increases college attendance of targeted students particularly at relatively higher quality institutions an important concern is that affirmative action might harm intended beneficiaries by placing them in academic programs for which they are ill prepared we find no evidence of such adverse impacts

collective reputation and the dynamics of statistical discrimination previous literature on statistical discrimination explained stereotypes based on the existence of multiple equilibria in which principals have difierent self conflrming beliefs about difierent social groups arrow 1973 coate and loury 1993 however the literature has not provided an account of where the principals prior beliefs come from moreover the static models dominating the literature do not ofier relevant information about the dynamic paths that lead to each equilibrium this paper develops a dynamic version of statistical discrimination in which economic players forwardlooking behaviors determine the dynamic paths to each equilibrium deflning group reputation as the objective information shared by principals regarding the average characteristics of agents belonging to each group this study identifles groups as advantaged or disadvantaged based on their initial reputation states and provides conditions by which a group can switch from one reputation state to another by understanding this dynamic structure of reputation evolution we examine the strategy that well coordinated principals may voluntarily utilize to maximize their proflts helping the group in the reputation trap to improve its skill investment rate

the impact of the london bombings on the well being of adolescent muslims we exploit the timing of the london bombings coinciding with a large scale national survey of adolescents to identify the impact of extremist islamic terror attacks on the well being of adolescent muslims our analysis reveals interesting gender differences we find evidence of a decline in the happiness of muslim teenage girls after the bombings which is also accompanied by a rise in expectations of facing discrimination in the labour market these findings are robust to several falsification tests on the other hand we fail to uncover compelling evidence of any impact of the bombings on muslim teenage boys

the enforcement of equal opportunity laws under imperfect information affirmative action and alternatives more than twenty years have passed since the enactment of the civil rights act during that period the enforcement of title vii with its broad prohibition of discrimination in employment and compensation has proved to be both difficult and controversial as part of any attempt to regulate economic activity we must be able to observe violations but unequal treatment in employment relationships is difficult to identify employers must always differentiate between individuals when making hiring and promotion decisions since applicants possess diverse skills and abilities this diversity creates a fundamental problem in monitoring the compliance or noncompliance of employers with equal opportunity laws this paper examines the enforcement of equal opportunity laws in a labor market that exhibits statistical discrimination this type of discrimination may arise as a rational response by profitmaximizing firms to imperfect information about individual productivity in lundberg and startz 1983 an equal opportunity policy prohibiting raceor sex specific wage schedules was shown to be an efficiency enhancing response to statistical discrimination section ii extends this model to allow information a role in allocating heterogeneous workers among jobs in this environment restricting firms use of information through an equal opportunity policy improves workers incentives to acquire human capital at the expense of production losses and its net effect on efficiency becomes ambiguous firms will attempt to evade an equal opportunity law presenting the government and the courts with the task of monitoring and enforcing compliance the regulators are likely to possess imperfect information not only about the relationship between worker characteristics and productivity but also about the actual personnel policies followed by firms in section iii a simple costminimizing evasion policy for firms in which other worker attributes are used as imperfect proxies for race or sex is outlined in the next two sections alternative policies for enforcing compliance

promotion signaling discrimination and positive discrimination policies this article studies discrimination in a model in which promotions are used as signals of worker ability the model can account for statistical and taste based discrimination in the short run a positive discrimination policy is beneficial for workers in the middle of the ability distribution because these workers are promoted if and only if the policy is in place instead workers of either high or low ability suffer from the policy in the long run the policy benefits all targeted workers the model can explain empirical findings about the effects of a gender quota on the boards of norwegian companies

job discrimination market forces and the invisibility hypothesis the invisibility hypothesis holds that the job skills of disadvantaged workers are not easily discovered by potential new employers but that promotion enhances visibility and alleviates this problem then at a competitive labor market equilibrium firms profit by hiding talented disadvantaged workers in low level jobs consequently those workers are paid less on average and promoted less often than others with the same education and ability as a result of the inefficient and discriminatory wage and promotion policies disadvantaged workers experience lower returns to investments in human capital than other workers

social identity and preferences social identities prescribe behaviors for people we identify the marginal behavioral effect of these norms on discount rates and risk aversion by measuring how laboratory subjects choices change when an aspect of social identity is made salient when we make ethnic identity salient to asian american subjects they make more patient choices when we make racial identity salient to black subjects non immigrant blacks but not immigrant blacks make more patient choices making gender identity salient has no effect on intertemporal or risk choices

discrimination and job uncertainty abstract in this paper i incorporate group behaviour into a model of the labour market and show that discrimination can be the result of competition between coalitions of workers and bosses for jobs if the probability of correctly assessing the productivity of individual workers decreases coalition formation on the basis of recognisable characteristics becomes relatively more rewarding than coalition forming on the basis of productivity the conditions are under which each individual in the endogeneously defined group actively discriminates persons with different recognisable characteristics independent of productivity

economics and identity this paper considers how identity a person s sense of self affects economic outcomes we incorporate the psychology and sociology of identity into an economic model of behavior in the utility function we propose identity is associated with different social categories and how people in these categories should behave we then construct a simple game theoretic model showing how identity can affect individual interactions the paper adapts these models to gender discrimination in the workplace the economics of poverty and social exclusion and the household division of labor in each case the inclusion of identity substantively changes conclusions of previous economic analysis

self selection and the earnings of immigrants this paper analyzes the way in which the earnings of the immigrant population may be expected to differ from the earnings of the native population because of the endogeneity of the decision to migrate the empirical study shows that differences in the u s earnings of immigrants with the same measured skills but from different home countries are attributable to variations in political and economic conditions in the countries of origin at the time of migration excerpt

can gender quotas break down negative stereotypes evidence from changes in electoral rules abstract in this paper we analyze the effect of gender quotas on women s involvement in political activity by using a rich data set providing information on all italian local administrators who were elected from 1985 to 2007 gender quotas were introduced by law in italy in 1993 and were in force until 1995 because of the short period covered by the reform some municipalities never voted under the gender quota regime this allows us to identify a treatment and a control group and to estimate the effects of gender quotas by using a difference in differences estimation strategy our estimates show that women s representation in politics after the reform increased significantly more in municipalities that were affected by the reform than in municipalities that were not affected this result also holds true if we exclude from our analysis elections which took place during the period in which the reform was in force moreover the higher women s representation in gender quota municipalities is not related to the advantages that women who were elected during the reform have obtained from incumbency and does not seem to be driven by differences in temporal trends between southern and northern regions these findings suggest that affirmative actions can be of use in breaking down stereotypes against women

discrimination and assimilation at school abstract i present a theory of assimilation among students of two different backgrounds with unequal status students with a disadvantaged background face an incentive to assimilate into the more advantaged group the advantaged group chooses the cost of assimilation strategically to screen those who seek to assimilate in equilibrium only the most skilled disadvantaged students assimilate this theory provides a novel explanation of the acting white problem acting white refers to a social phenomenon in which students from disadvantaged ethnicities suffer social sanctions if they obtain good grades these sanctions raise the cost of acquiring the skills that make it easier to assimilate disadvantaged students with low ability impose these sanctions in order to induce their more able co ethnics to stay in the disadvantaged group

human rights requirements to social and economic development abstract this paper presents the normative framework of international human rights and the duty of states to cooperate for development starting with the charter of the united nations and proceeding to examine the international bill of human rights and the various international instruments treaties and declarations built upon it by ratifying some of these instruments a large majority of states have undertaken legally binding obligations to ensure freedom from hunger and to promote adequate standards of living including food nutrition and care the paper notes that promotion of human rights and development two purposes that are closely interrelated in the charter of the united nations have since followed two separate trajectories but efforts are now under way to bring them closer together as manifested in particular by the declaration on the right to development adopted by the general assembly of the united nations in 1986 the paper further points out that under international human rights law a comprehensive system of international reporting and monitoring by expert bodies has been developed full transparency has been achieved by ensuring that the state reports are made public and their examination by the international expert bodies are open to anyone interested it is indicated that for reporting in the development field comparable transparency and examination could be developed including for international agencies and other bodies dealing with food and nutrition issues

does job testing harm minority workers evidence from retail establishments because minorities typically fare poorly on standardized tests job testing is thought to pose an equality efficiency trade off testing improves selection but reduces minority hiring we develop a conceptual framework to assess when this trade off is likely to apply and evaluate the evidence for such a trade off using hiring and productivity data from a national retail firm whose 1 363 stores switched from informal to test based worker screening over the course of one year we document that testing yielded more productive hires at this firm raising mean and median tenure by 10 or more consistent with prior research minorities performed worse on the test yet testing had no measurable impact on minority hiring and productivity gains were uniformly large among minority and nonminority hires these results suggest that job testing raised the precision of screening without introducing additional negative information about minority applicants most plausibly because both the job test and the informal screen that preceded it were unbiased

college assignment as a large contest abstract we develop a model of college assignment as a large contest wherein students with heterogeneous learning costs compete for seats at vertically differentiated colleges through the acquisition of productive human capital we use a continuum model to approximate the outcomes of a game with large but finite sets of colleges and students the continuum approximation lends tractability to a rich model for studying investment incentives in rank order competitions by incorporating two common families of affirmative action mechanisms into our model admissions preferences and quotas we can show that legal admissions preference schemes and illegal quotas have the same sets of equilibria including identical outcomes and investment strategies

does banning affirmative action lower college student quality banning affirmative action from college admissions cannot prevent an admissions office that cares about diversity from achieving it in ways other than explicitly considering race we model college admissions where candidates from two groups with different average quali cations compete for a xed number of seats under affirmative action an admissions office that cares both about quality and diversity admits the best quali ed candidates from each group under a ban it may promote diversity by partially ignoring candidates quali cations and therefore not admitting the best quali ed candidates from either group a ban always reduces diversity and may also lower quality jel j71 j 15 i28

customer discrimination and affirmative action i introduction beginning with the work of becker 1957 economists have been concerned with the relationship between competitive market forces and the persistence of labor market discrimination 1 a major insight of becker and the literature that followed is that competition could tend to eliminate discriminatory pay differentials if competitive forces do eliminate discrimination then empirical findings of persistent discrimination are either a result of faulty testing or market imperfections economic analysis of the link between competition and discrimination depends on the origins of prejudice becker identified at least three possible sources employers co workers and consumers 2 in each of these instances the group against which prejudice is directed e g women or minorities which will be termed minorities in this paper may be able to escape discrimination first minorities can work for nondiscriminatory employers if there are any moreover stiglitz 1973 shows that with constant returns to scale such employers will take over markets from the discriminators eliminating any pay gap based on prejudice 3 second if there is co worker prejudice then minorities can work in segregated firms which under constant returns to scale may have a cost advantage over integrated or all majority firms again discrimination will be driven away 4 third minorities can theoretically escape customer discrimination by specializing in the production of goods for which there is no contact between producers and consumers a case discussed by cain 1986 while competitive forces may in some cases erode discriminatory wage differentials the rate of decline of race and sex wage differentials has evidently not been rapid enough in the eyes of policymakers u s anti discrimination policy has been guided by two major vehicles title vii of the 1964 civil rights act and the office of federal contract compliance programs ofccp 5 the equal employment opportunity commission eeoc was created to enforce title vii and is empowered to aid plaintiffs or bring suit itself against employers the commission monitors the employment practices of federal contractors not only are contractors barred from discrimination against protected groups these firms are also required to take affirmative action not to discriminate the purpose of this paper is twofold first it demonstrates that in a general equilibrium framework the case of customer discrimination is theoretically distinct from employer or co worker prejudice in particular while constant returns to scale and the existence of nondiscriminatory firms can eliminate the latter two forms of discrimination customer discrimination may persist even under such conditions the persistence of discriminatory wage differentials is shown to depend on consumer demand technology and the relative size of the minority labor force 6 second the general equilibrium framework is then used to evaluate the impact of government anti discrimination policy where customers are the source of discrimination it is shown that if the government requires equal pay and proportional representation for minorities then the resulting allocation of resources will under particular assumptions be the same as if customers did not discriminate i then contrast these theoretical results with the predicted general equilibrium impact of affirmative action when there is employer or co worker prejudice among previous general equilibrium models of affirmative action welch 1976 assumed no discrimination while freeman 1978 did not specify the source of discrimination it is shown here that the source of prejudice markedly affects one s conclusions about affirmative action further even in some cases where segregation has eliminated discriminatory wage differentials the introduction of affirmative action has allocative effects finally evidence from studies evaluating the impact of affirmative action is used to distinguish among the various equilibrium models

a general equilibrium model of statistical discrimination we study a general equilibrium model with endogenous human capital formation in which ex ante identical groups may be treated asymmetrically in equilibrium the interaction between an informational externality and general equilibrium effects creates incentives for groups to specialize discrimination may arise even if the corresponding model with a single group has a unique equilibrium the dominant group gains from discrimination rationalizing why a majority may be reluctant to eliminate discrimination the model is also consistent with reverse discrimination as a remedy against discrimination since it may be necessary to decrease the welfare of the dominant group to achieve parity

socially gainful gender quotas abstract we study the impact of gender quotas on the acquisition of human capital we assume that individuals formation of human capital is influenced by the prospect of landing high pay top positions and that these positions are regulated by gender specific quotas in the absence of quotas women consider their chances of getting top positions to be lower than men s the lure of top positions induces even men of relatively low ability to engage in human capital formation whereas women of relatively high ability do not expect to get top positions and do not therefore engage in human capital formation gender quotas discourage men who are less efficient in forming human capital and encourage women who are more efficient in forming human capital we provide a condition under which the net result of the institution of gender quotas is an increase in human capital in the economy as a whole

black monday and black swans investors need to be aware that rare events with an extreme impact that afterwards we think we could have predicted in short black swans happen in the markets those who are trying to measure risk in the financial markets need to carefully distinguish risk with its probabilities from uncertainty which cannot be measured we have become increasingly vulnerable to black swans because our financial economy has come to play an ever larger role in our productive economy

a cure for discrimination affirmative action and the case of california s proposition 209 proposition 209 enacted in california in 1996 and made effective the following year ended state affirmative action programs not only in education but also for public employment and government contracting this paper uses cps data and triple difference techniques to take advantage of the natural experiment presented by this change in state law to gauge the labor market impacts of ending affirmative action programs employment among women and minorities dropped sharply a change that was nearly completely explained by a decline in participation rather than by increases in unemployment this decline suggests that either affirmative action programs in california had been inefficient or that they failed to create lasting change in prejudicial attitudes

does equal pay legislation reduce labour market inequality this paper considers a labour market model of monopsonistic competition with taste based discrimination against minority workers to study the effect of equal pay legislation on labour market inequality when the taste for discrimination is small or competition is weak the policy removes job segregation and the wage gap completely however with a bigger taste for discrimination or stronger competition equal pay legislation leads to more job segregation and sometimes minority workers end up earning less than before profits of discriminating firms might increase and discrimination can persist in the long run although it would have disappeared without the policy

an empirical analysis of acting white abstract using a newly available data set which allows one to construct a novel measure of a student s social status we demonstrate that there are potentially important racial differences in the relationship between social status and academic achievement the effect is concentrated among students with a grade point average gpa of 3 5 or higher and more pronounced in schools with more interracial contact earlier studies showing a positive relationship between popularity and academic achievement for blacks are sensitive to the inclusion of more continuous achievement measures we argue that the data are most consistent with a model of acting white in which investments in education are taken as a signal of one s opportunity costs of peer group loyalty though imprecise estimates make definitive conclusions difficult

biased screening and discrimination in the labor market the traditional economic analysis of discrimination is based on gary becker s study of taste discrimination by employers employees and consumers more recent work by kenneth arrow 1972 1973 has attempted to interpret intergroup wage differences in an alternative framework as a rational reaction to uncertainty in labor markets his model of statistical discrimination demonstrates that when the screening process used to determine a worker s qualifications is costly and prior expectations of productivity differ across race or sex groups then wage differentials may arise between workers of identical productivity by implicitly assuming a perfect screening process arrow ignores a potentially important source of wage differentials namely the fact that the screening process might be a more reliable predictor of productivity for one group than for another our paper generalizes the arrow model in two ways first in contrast to arrow we assume that all groups have identical distributions of productivity secondly the screening process used by the firm to determine an applicant s productivity is biased in the sense that a members of various groups may pass the test in different proportions despite their identical productivity distributions and b the predictive power of the test might vary across groups our objective is to analyze the effects of these types of biases in the screening process on the wage differentials between different population groups

gender and job performance evidence from wall street this study concerns the relationship between gender and job performance among brokerage firm equity analysts women s representation in analyst positions dropped from 16 percent in 1995 to 14 percent in 2005 the study found significant gender based differences in performance on various dimensions for example women cover roughly 9 stocks on average as compared with 10 for men and women s earnings estimates tend to be less accurate than men s estimates but the study also found that women are significantly more likely than men to be designated as all stars which indicates that they outperform men in other aspects of job performance

trade credit in zimbabwean manufacturing abstract credit from suppliers is an important but often neglected source of finance for manufacturing firms zimbabwe is no exception unlike credit from financial institutions trade credit does not rely on formal collateral but on trust and reputation contract enforcement is flexible network effects and statistical discrimination affect the screening of trade credit applicants black entrepreneurs are disadvantaged by their lack of business contacts and by the difficulty of distinguishing themselves from the mass of financially insecure and short lived african owned businesses in zimbabwe a vicious circle is created between weak financial base unreliability as a debtor and inability to gain access to credit