equilibrium search models and the transition from school to work this paper applies the burdett mortensen 1998 equilibrium search model to study the school to work transitions of u s high school graduates we consider the case of discrete firm heterogeneity and provide a computational method to obtain the mle our results show that unemployed blacks receive fewer offers than whites and employed blacks are more likely to lose their jobs importantly employed blacks and whites receive job offers at the same rate assigning the whites search parameters to the blacks and re solving reveals that 75 percent of the observed wage differential is explained by the job destruction rate differences

gender wage gaps reconsidered a structural approach using matched employer employee data in this paper we study the extent to which wage differentials between men and women can be explained by differences in productivity disparities in friction patterns segregation and wage discrimination for this purpose we propose an equilibrium search model that features rent splitting on the job search and two sided heterogeneity in productivity the model is estimated using german matched employer employee data overall the results reveal that female workers are less productive and more mobile than males in addition female workers have on average slightly lower bargaining power than their male counterparts

the impact of body weight on occupational mobility and career development this paper examines the relationship between individuals weight and their employment decisions over the life cycle i estimate a dynamic stochastic model of individuals annual joint decisions of occupation hours worked and schooling the model allows body weight to affect non monetary costs switching costs and distribution of wages for each occupation and also allows individuals employment decisions to affect body weight i use conditional density estimation to formulate the distributions of wages and body weight evolution i find that heavier individuals face higher switching costs when transitioning into white collar occupations earn lower returns to experience in white collar occupations and earn lower wages in socially intensive jobs simulating the model with estimated parameters decreased occupational mobility accounts for 10 percent of the obesity wage gap while contemporaneous wage penalties for body weight are small the cost over the life cycle is substantial an exogenous increase in initial body mass by 20 percent leads to a 10 percent decrease in wages over the life course

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

a search interpretation of male female wage differentials a general equilibrium search framework is used to examine the role of gender differences in labor market behavior patterns e g quit rates for personal reasons in determining gender wage differentials for samples of high school and college graduates from the national longitudinal survey of youth nlsy these behavioral patterns are found to be significantly different across the sexes and account for 20 30 of the wage differentials in particular they play a key role in explaining the male female wage differential that remains after controlling for the gender composition across occupations

labour market performance effects of discrimination and loss of skill we examine the impact of discrimination on labor market performance when workers are subject to a risk of losing skills during an unemployment experience within a search and matching framework we show that both natives and immigrants are affected by discrimination discrimination in one sector has positive spillovers inducing employment to increase in the other sector and the effect on labor market performance therefore depends on whether discrimination is present in only one sector or in both discrimination may induce workers to train more or less than natives after having lost their skills dependent upon in which sector there is discrimination net output tends to be most negatively affected by discrimination among high skilled workers jel j15 j31 j61 j64 j71

separation of powers and political accountability political constitutions are incomplete contracts and therefore leave room for abuse of power in democracies elections are the primary mechanism for disciplining public officials but they are not sufficient separation of powers between executive and legislative bodies also helps to prevent the abuse of power but only with appropriate checks and balances checks and balances work by creating a conflict of interest between the executive and the legislature yet requiring both bodies to agree on public policy in this way the two bodies discipline each other to the voters advantage under appropriate checks and balances separation of powers also helps the voters elicit information

discrimination in an equilibrium search model i construct an equilibrium search model where some employers have a distaste for hiring minority workers and show that this bias results in economic discrimination against minority workers although only unprejudiced firms hire minority workers minority workers receive lower wages than workers not facing discrimination whenever any employers in the market have a distaste for minority workers one implication of the model is that gender or racial wage differentials understate the utility loss from discrimination in addition the wages of minority workers increase when their proportion increases in the labor market

gender discrimination estimation in a search model with matching and bargaining this article develops a search model of the labor market with matching bargaining and employers taste discrimination in which under necessary but standard distributional assumption it is possible to separately identify gender discrimination and unobserved productivity differences the equilibrium shows that both prejudiced and unprejudiced employers wage discriminate maximum likelihood estimates on cps data indicate that half of the employers are prejudiced average female productivity is 6 5 lower and two third of the gender earning differential may be explained by prejudice an affirmative action policy is implemented resulting in a redistribution of welfare from men to women at no cost for employers welfare

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

does wealth explain black white differences in early employment careers in this article i inquire about the effects initial wealth has on black white differences in early employment careers i set up a dynamic model in which individuals simultaneously search for a job and accumulate wealth and fit it to data from the national longitudinal survey 1979 cohort regime changes and decompositions of racial differences reveal that differences in the labor market environment and in preferences account fully for racial gaps in wealth and in wages persisting several years after high school graduation differences in initial wealth partially explain differences in early employment careers

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

wage differentials employer size and unemployment the unique equilibrium solution to a game in which a continuum of individual employers choose permanent wage offers and a continuum of workers search by sequentially sampling from the set of offers is characterized wage dispersion is a robust outcome provided that workers search while employed as well as when unemployed the unique nondegenerate equilibrium distribution of wage offers is constructed for three cases 1 identical workers and employers 2 identical employers and an atomless distribution of worker supply prices and 3 identical workers and an atomless distribution of job productivities copyright 1998 by economics department of the university of pennsylvania and the osaka university institute of social and economic research association

ethnic fractionalization in an african labour market abstract we find evidence of ethnic fractionalization and its consequences in an african labour market we consider earnings differentials between members of different ethnic groups and between employers relatives unrelated co ethnics and other workers in the ghanaian manufacturing sector variations in a standard set of observed workers characteristics explain a large proportion of the earnings differentials between ethnic groups however the greatest proportion is explained by the ethnic fractionalization of the labour market combined with variations in employers characteristics workers who are related to their employers earn a premium and there is statistical discrimination in favour of inexperienced co ethnic workers

industrial relations in britain this work has 17 chapters covering trade unions management collective bargining industrial conflict the labour market labour law and state intervention in industrial relations each chapter is an essay which brings together the most up to date theoretical and empirical work each focuses on trends over the past two or three decades and says something about likely developments over the 1980s the emphasis is on analysis and explanation as well as on description

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

do women react differently to incentives evidence from experimental data and payroll records abstract we consider the response to incentives as an explanation for observed productivity differences within a firm that paid its workers piece rates we provide a framework within which the observed productivity differences can be decomposed into two parts one due to differences in ability and the other due to differences in the response to incentives we apply this decomposition to male and female workers from a tree planting firm in british columbia canada our evidence both experimental and nonexperimental suggests that there was no difference in the reaction to incentives between male and female planters the productivity differential male planters enjoyed arose because of differences in ability interpreted as strength in our application

understanding the native immigrant wage gap using matched employer employee data evidence from germany in this article the author proposes a new method for measuring wage discrimination that builds on the methodology first developed by hellerstein and neumark 1999 the author s method has three m

what has 20 years of public private pay gap literature told us eastern european transitioning vs developed economies this paper surveys the literature on public private sector pay differentials based on 20 years of research in transitioning countries of eastern europe ee and compares the results with estimates obtained from developed market economies the majority of empirical studies from ee economies found evidence of public sector pay penalties during the period of economic transition from a communist to market based economy in developed economies however the average differential is usually around zero or positive the public sector pay inequality reducing effect relative to the private sector is greater in transitioning economies than in developed economies nevertheless there is evidence that the sign of the public sector pay gap as well as the relative public sector pay distribution change with the progress of economic transition towards those usually observed in developed economies different pay setting arrangements between private and public sectors and competition for workers seem to be major arguments for the existence of systematic pay differences between the two sectors

coercive capacity and the politics of implementation deportation in germany and the united states why are some bureaucracies in highly coercive policy fields able successfully to implement controversial policies whereas others bow to political opposition this article challenges the common argument based on a principal agent model that bureaucratic nonimplementation is the result of the absence of effective legislative oversight instead the article argues that in coercive policy fields where the state imposes significant costs on its targets nonimplementation can in fact be understood as the result of control efforts by elected officials the article empirically tests this argument by comparatively examining the politics of implementation in the policy field of migration control drawing on interview data from germany and the united states the article identifies significant cross national and subnational variation in the capacity of bureaucrats to implement contested deportation orders the article argues that this variation can be accounted for primarily by institutionally determined difference

the economics of cash limits as a method of pay determination since the second world war there have been four main methods for determining pay settlements in the uk public sector they are a comparability b formal incomes policy c a market approach and d cash limits at any particujar time there has often been more than one method in operation and of course which type of approach is successful in controlling public sector pay settlements has always been hotly disputed whilst the first three have been the subject of extensive analysis the final method though universally acknowledged to impinge on pay settlements has not been formally analysed this paper attempts to redress this imbalance robinson 1 983 has written that cash limits has had a significant effect on pay bargaining in parts of the public sector and that if wages per worker rise by more than the increase in the cash limit for the pay component there must be a reduction in the numbers employed a cash limit is the idea that there is a fixed amount of money available for pay prior to negotiation the paper considers the case of an exact cash limit where the wage fund or cash limit is rigidly defined and known to the union later a less strong assumption is made more in accordance with institutional reality where the cash limit is not known precisely but is considered from the union s view point to be a subjective random variable with a known density function with public sector employment central government local authorities and public corporations accounting for some 30 of total employment and public sector pay accounting for 30 of total public expenditure the importance of a sound analysis of these issues cannot be underestimated this paper discusses a model of bilateral monopoly with the additional constraint of a cash limit the first section discusses briefly the institutional framework of cash limits in the public sector and how they operate the second section presents the formal analysis

bureaucratic discretion or congressional control regulatory policymaking by the federal trade commission this paper extends stigler and peltzman s approach to regulation by incorporating a legislature the model yields comparative statics results and hence testable implications the paper then tests between two opposing approaches about regulatory agency behavior the first assumes agencies operate independently of the legislature and hence exercise discretion the second assumes that congress controls agency decisions the recent behavior of the federal trade commission provides the empirical setting substantial evidence is found for the specific predictions of the model including the hypothesis of systematic congressional influence over ftc decisions

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

estimating the effect of racial discrimination on first job wage offers in this paper we develop and implement a method for bounding the extent to which labor market discrimination can account for racial wage differentials the method is based on a two sided search matching model that formally accounts for unobserved heterogeneity and unobserved offered wages we find that racial differences in offered wages are proportionately twice three times as large as racial differences in accepted wages for high school dropouts high school graduates the results indicate that discrimination could account for the entire racial wage offer differential for high school dropouts and for high school graduates i e the bound on the extent of discrimination is not informative

sex wages and productivity an empirical analysis of israeli firm level data sex discrimination in labor markets may generate a wage gap between men and women that exceeds any gap in marginal productivity we test for this type of discrimination using unique firm level data on manufacturing firms in israel there is a statistically significant negative association between wages and the proportion of a firm s workforce that is female however there is also a statistically significant negative association between marginal productivity and the proportion of females the difference beween the wage and productivity gaps is small relative to wage regression estimates of wage discrimination and is not statistically significant which is most consistent with no discrimination

gender economics an assessment concerns about gender equality have jumped to the forefront of public debate in recent years and gender economics is slowly affirming its place as a major field of study this assessment examines where we are in terms of gender equality it reviews the theoretical foundations that can explain existing inequalities and documents the empirical findings supported by the theories identifying avenues for future research and providing a fruitful framework to think about the effectiveness of policies and interventions targeting gender inequality in doing so i provide the foundations against which the contributions in this issue can be placed

estimation of equilibrium wage distributions with heterogeneity summary equilibrium search models generalize the one sided models used earlier by endogenizing the wage offer distribution attempts to estimate versions of these equilibrium n search models have been unsuccessful ironically because the predicted wage distribution did not fit the wage data in this paper we extend the applicability of search models by introducing firm heterogeneity to account for the shape of the wage density the resulting estimation problem is difficult but we propose a solution and illustrate its feasibility and performance with a monte carlo study and an application to us labour market data

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

the effects of competition and equal treatment laws on gender wage differentials discrimination if it is inefficient can be eliminated by competition in most countries it is also forbidden by law this paper evaluates the influence of economic and legal factors on the portion of male female wage differentials that is not explained by other worker characteristics and may be due to discrimination we use a new international data set of suitable gender wage gap measures constructed from the results of existing studies meta analysis of the data shows that increased competition and adoption of international conventions concerning equal treatment laws both reduce gender wage gaps while legislation that prevents women from performing strenuous or dangerous jobs tends to increase it doris weichselbaumer and rudolf winter ebmer

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

statistical discrimination with employment criteria this paper develops the theory of statistical discrimination in the form of unequal employment criteria and interviews workers differ by imperfectly observed quit rate profit maximization leads firms to set stricter employment criteria or interview fewer workers from the group with a greater proportion of high quit rate workers the theory can explain unemployment differences between groups and the total exclusion of a group from a labor market although statistical discrimination constitutes economic discrimination according to a criterion of harm to a group it may or may not be efficient because of the presence of externalities copyright 1998 by economics department of the university of pennsylvania and the osaka university institute of social and economic research association

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

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

fiscal institutions and wage bargaining in the local public sector in a theoretical analysis of the properties of different wage setting and financing systems in the local public sector two financing systems are considered a benchmark model with local financing through local taxes is compared with a system of centralized financing through grants where taxes are decided at the national level it is shown that the wage outcomes under centralized financing depend heavily on the order of moves in the budgetary game between the central and local levels jel classification h23 j45

the composition of wage differentials between migrants and natives we consider the role of unobservables such as differences in search frictions reservation wages and productivities for the explanation of wage differentials between migrants and natives we disentangle these by estimating an empirical general equilibrium search model with on the job search due to bontemps et al 1999 on segments of the labour market defined by occupation age and nationality using a large scale german administrative dataset the native migrant wage differential is then decomposed into several parts and we focus especially on the component that we label migrant effect being the difference in wage offers between natives and migrants in the same occupation age segment in firms of the same productivity counterfactual decompositions of wage differentials allow us to identify and quantify their drivers thus explaining within a common framework what is often labelled the unexplained wage gap

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

differences in labor supply to monopsonistic firms and the gender pay gap an empirical analysis using linked employer employee data from germany this article investigates women s and men s labor supply to the firm within a semistructural approach based on a dynamic model of new monopsony using methods of survival analysis and a large linked employer employee data set for germany we find that labor supply elasticities are small 1 9 3 7 and that women s labor supply to the firm is less elastic than men s which is the reverse of gender differences in labor supply usually found at the level of the market our results imply that at least one third of the gender pay gap might be wage discrimination by profit maximizing monopsonistic employers

discrimination and skill differences in an equilibrium search model in this paper we analyze an equilibrium search model with three sources for wage an d unemployment differentials among workers with the same observed human capital but differen t appearance race unobserved productivity skill search in tensities and discrimination becker 1957 due to an appearance based employer disutility factor because they affect the earnings distributions differently empirical identification of these potential sources for the explanation of wage an d unemployment differentials is possible we show that the structural parameters of the model including the firm s disutility from certain workers are identifiab le using standard labor market survey data we demonstrate identification using data from the national longitudinal survey of youth estimation of these parameters by matching moments from a sample of black and white high school graduate s implies a blacks have a 9 lower productivi ty level than whites b the disutility factor in employer s preferences is one third of the white s productivity level and c 50 of firms have a disutility factor in their utility toward blacks

search equilibrium and social and private returns to education social and private returns to education are computed using the structural estimates of an extended burdett mortensen search equilibrium model the extension includes different skill groups linked via a production function with variable degree of homogeneity allowing thereby for a unimodal earnings density with a decreasing right tail we find that the decreasing unemployment risk for higher skill groups and the absence of tuition fees in germany increase private returns and lead to a too large share of high skilled individuals in the workforce which is suboptimal from the social point of view c 2009 elsevier b v all rights reserved

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

wage discrimination and population composition in the long run we derive the conditions that sign the effects of changing population composition on wage levels and ratios when labor supply and discrimination preferences vary the overall effect depends on an aggregate market a relative market and a preference distribution effect

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

immigrant job search assimilation in canada immigrant assimilation is a major issue in many countries while most of the literature studies assimilation through a human capital framework we examine the role of job search assimilation to do so we estimate an equilibrium search model of immigrants operating in the same labour market as natives where newly arrived immigrants have lower job offer arrival rates than natives but can acquire the same arrival rates according to a stochastic process using canadian panel data we find substantial differences in job offer arrival and destruction rates between natives and immigrants that are able to account for three quarters of the observed earnings gap the estimates imply that immigrants take on average 13 years to acquire the native search parameters due to immigrants facing much lower on the job offer arrival rates than natives the model predicts that earnings growth through job search is minimal for immigrants prior to their job search assimilation

the effect of statistical discrimination on black white wage inequality estimating a model with multiple equilibria this article presents the structural estimation of the parameters of a statistical discrimination model although the model is capable of displaying multiple equilibria an estimation strategy that identifies both the model parameters and the equilibrium selected by the economic agents is developed and empirically implemented a comparison between the selected equilibria and the other potential equilibria reveals that the decline in wage inequality experienced in the u s economy cannot be attributed to changes in the equilibrium selection nonetheless a counterfactual experiment shows that in a color blind society blacks wage would have been on average more than 20 higher

wage differentials discrimination and efficiency abstract i analyze a large labor market where homogeneous firms post wages to direct the search of workers who differ in productivity i show that the model has a unique equilibrium the wage differential depends positively on the workers productivity differential only when the latter is large when the productivity differential is small high productivity workers get a lower wage than low productivity workers this reverse wage differential remains even when the productivity differential shrinks to zero however the equilibrium is socially efficient high productivity workers always get the employment priority and higher expected wages than low productivity workers although discrimination in terms of expected wages does not exist conventional measures are likely to incorrectly find discrimination in the model

is there less discrimination in occupations where recruitment is difficult the authors empirically test the cross sectional relationship between hiring discrimination and labor market tightness at the level of the occupation to this end they conduct a correspondence tes

duration to first job and the return to schooling estimates from a search matching model this paper investigates the properties of the joint distribution of the duration to the first post schooling full time job and of the accepted wage for that job within a search matchingbargaining theoretic model the model provides an interpretation of the observations on duration to first job and accepted wages that differentiates between behavioural influences and market fundamentals in determining the accepted wage schooling relationship the return to schooling is appropriately measured by differences in the wage offer distribution which depends only on market fundamentals we use data from the 1979 youth cohort of the national longitudinal surveys of labor market experience to follow several school leaving cohorts of young males a model which allows for five types of heterogeneous workers within schooling race groups fits the duration and wage data well for all such groups offer probabilities for all groups are estimated to be close to one mean offered wages are about 1000 less than mean accepted wages and the internal annual rate of return for attending college relative to graduating from high school is 32 for blacks and 17 for whites this paper investigates the properties of the joint distribution of the duration to the first post schooling full time job and of the accepted wage for that job within a search matching bargaining model it is a well established empirical regularity that hazard rates are decreasing with the duration of search unemployment it is also true for the data we use that the sample mean of the accepted wage associated with the first job is not increasing with duration these findings hold for both black and white male youth at all levels of schooling conditional on schooling however the time between leaving school and working at the first full time job is longer for blacks and their accepted mean wage is lower conditional on race the time between leaving school and working at the first full time job is shorter for those with higher levels of schooling and their accepted mean wage is higher interestingly blacks display a similar pattern of duration and accepted wages to whites who are one level of schooling below e g black high school graduates and white high school dropouts

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 equilibrium search model of the labor market in structural empirical models of labor market search the distribution of wage offers is usually assumed to be exogenous however because in setting their wages profit maximizing firms should consider the reservation wages of job seekers the wage offer distribution is essentially endogenous we investigate whether a proposed equilibrium search model in which the wage offer distribution is endogenous is able to describe observed labor market histories we find that the distributions of job and unemployment spells are consistent with the data and that the qualitative predictions of the model for the wages set by employers are confirmed by wage regressions the model is estimated using panel data on unemployed and employed individuals we distinguish between separate segments of the labor market and we show that productivity heterogeneity is important to obtain an acceptable fit to the data the results are used to estimate the degree of monopsony power of firms further the effects of changes in the mandatory minimum wage are examined

employment during the thatcher years did they fall or were they pushed the paper examines the argument that real wage push has been responsible for the observed increase in unemployment in the uk over the period 1979 to 1985 it explains why real wage push should have been associated with a decline in real profits and that this decline did not in fact occur the association between real wage push and profit decline is complicated by the presence of intermediate inputs and by compositional effects these are also considered an equation accounting for these complications is derived and estimated the data used are individual company records for around 2 300 of the largest uk public and private corporations with on average about 5 500 employess the hypothesis that real wage push caused recently observed increases in unemployment is rejected by the data

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

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

macroeconomic implications of cash limits in the public sector a cash limit is a fixed amount of money available for pay prior to the wage negotiations in the public sector this paper examines the macroeconomic implications of cash limits in a unionized economy with decentralized wage bargaining in both private and public sectors i focus in particular on the linkages between changes in the cash limit wage setting and employment in public and private sectors equilibrium unemployment is independent of the size of the public sector if there are no sectoral differences in the unions relative bargaining power in general unemployment may rise or fall by public sector expansion accomplished by means of an increase in the cash limit unemployment increases if unions are relatively more powerful in the public than in the private sector

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