learning and wage dynamics we develop a dynamic model of learning about worker ability in a competitive labor market the model produces three testable implications regarding wage dynamics 1 although the role of schooling in the labor market s inference process declines as performance observations accumulate the estimated effect of schooling on the level of wages is independent of labor market experience 2 timeinvariant variables correlated with ability but unobserved by employers such as certain test scores are increasingly correlated with wages as experience increases and 3 wage residuals are a martingale we present evidence from the nlsy that is broadly consistent with the model s predictions

are ghettos good or bad spatial separation of racial and ethnic groups may theoretically have positive or negative effects on the economic performance of those groups we examine the effects of segregation on outcomes for blacks in schooling employment and single parenthood we find that blacks in more segregated areas have significantly worse outcomes than blacks in less segregated areas we control for the endogeneity of location choice using instruments based on political factors topographical features and residence before adulthood a one standard deviation decrease in segregation would eliminate one third of the black white differences in most of our outcomes

race discrimination an economic perspective we review the empirical literature in economics on discrimination in the labor market and criminal justice system focusing primarily on discrimination by race we then discuss theoretical models of taste based discrimination particularly models of frictional labor markets and models of statistical discrimination including recent work on invalid statistical discrimination we explore and evaluate the evidence for and against these theories although there is substantial evidence of the existence of discrimination little is known about the extent to which disparities are driven by discrimination finally we argue that economists miss the important self enforcing relationship between disparities and discrimination and the effect of disparities in one domain on discrimination in other domains

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

the speed of employer learning the employer learning literature finds support for statistical discrimination on the basis of schooling how economically relevant statistical discrimination is depends on how fast employers learn about workers productive types this article is the first to estimate the speed of employer learning employers learn quickly initial expectation errors decline by 50 within 3 years this estimate places an upper bound on the contribution of signaling this bound varies with the speed of employer learning and with discount rate for a wide range of parameter values the contribution of signaling to the gains from schooling is less than 25

belief flipping in a dynamic model of statistical discrimination abstract the literature on statistical discrimination shows that ex ante identical groups may be differentially treated in discriminatory equilibria this paper constructs a dynamic model of statistical discrimination and explores what happens to the individuals who nonetheless overcome the initial discrimination if an employer discriminates against a group of workers in her initial hiring she may actually favor the successful members of that group when she promotes from within the firm the worker s welfare implications i e who benefits from an employer s discriminatory hiring practices are unclear even though agents face discrimination initially some may be better off because of it

international trade and labor market discrimination textabstractwe embed a competitive search model with labor market discrimination or nepotism into a two sector two country framework in order to analyze how labor market discrimination impacts the pattern of international trade and also how trade trade affects discrimination discrimination or nepotism reduces the matching probability and output in the skilled labor intensive differentiated product sector so that the country with more discriminatory firms has a comparative advantage in the simple sector as countries alter their production mix in accordance with their comparative advantage trade liberalization can then reinforce the negative effect of discrimination on development in the more discriminatory country and reduce its effect in the country with fewer discriminatory firms similarly the profit difference between non discriminatory and discriminatory firms increases in the less discriminatory country and shrinks in the more discriminatory one in this way trade can further reduce discrimination in a country where it is less prevalent and increase it where it is more firmly entrenched

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

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

special remedies for special causes involuntary unemployment in keynes political writings this paper analyses the proposals keynes made in his political writings regarding unemployment extending arguments made in the general theory the first issue is the relevance of voluntary unemployment to an understanding of keynes views on structural unemployment the second issue is the connection between on the one hand keynes argument in favour of public works state planning and more generally the socialisation of investment and on the other the analysis of involuntary unemployment made in the general theory emphasis is placed on long term pessimistic expectations and on the market valuation of capital assets copyright the author 2010 published by oxford university press on behalf of the cambridge political economy society all rights reserved oxford university press

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

job search and impatience workers who are more impatient search less intensively and set lower reservation wages the effect of impatience on exit rates from unemployment is therefore unclear if agents have exponential time preferences the reservation wage effect dominates for sufficiently patient individuals so increases in impatience lead to higher exit rates the opposite is true for agents with hyperbolic time preferences using two large longitudinal data sets we find that impatience measures are negatively correlated with search effort and the unemployment exit rate and are orthogonal to reservation wages impatience substantially affects outcomes in the direction predicted by the hyperbolic model

are unemployment and out of the labor force behaviorally distinct labor force states this paper tests the hypothesis that the classifications unemployed and out of the labor force are behaviorally meaningless distinctions this hypothesis is rejected distinct behavioral equations govern transitions from out of the labor force to employment and from unemployment to employment the evidence reported in this paper is broadly consistent with versions of search theory in which unemployment is a state that facilitates the job search process in an appendix we demonstrate that log concavity of the wage offer distribution implies that the exit rate from unemployment is an increasing function of the rate of arrival of job offers

job market signalling stereotype threat and counter stereotypical behaviour i introduce stereotype threat in a multiple productivity signalling model existence of multiple self fulfilling stereotypes which can generate statistical discrimination is more likely if there is less variance in the ability distribution a low endogenously correct stereotype about a group forces higher ability group members to choose a higher productivity and a higher separating signal thereby engaging in counter stereotypical behaviour this counter stereotypical behaviour causes the remaining partially pooling group to have lower average productivity reinforcing the negative stereotype the co existence of stereotype threat and counter stereotypical behaviour can explain the simultaneity of lower wages and higher education attainment in a group facing labour market discrimination resume signaux sur le marche du travail menace de stereotype et comportement contre stereotype l auteur introduit une menace de stereotype dans un modele de signalisation des multiples productivites l existence de multiples stereotypes porteurs d autorealisation qui peuvent engendrer la discrimination statistique est davantage vraisemblable s il y a moins de variance dans la repartition des habiletes un stereotype depreciatif endogenement correct a propos d un groupe force les membres du groupe a hautes habiletes a choisir des signaux de haute productivite et qui les separent grandement et donc a s engager dans des comportements contre stereotypiques ce comportement contre stereotypique entraine une productivite moyenne plus faible pour le reste du groupe partiellement agrege ce qui renforce le stereotype negatif la coexistence de menace de stereotype et de comportement contre stereotypique peut expliquer la simultaneite de salaires plus bas et de statut educationnel plus eleve dans un groupe faisant face a la discrimination dans le marche du travail

a decomposition method on employment and wage discrimination and its application in urban china 2002 2013 abstract labor market discrimination is an important issue in developing countries where path dependent institutions have been dominant while effective institutional arrangements and policies have been hidden by local customs and culture however the existing applications of classical blinder oaxaca decomposition face criticism for their imprecise understanding of the factors affecting institutional discrimination in labor markets as well as for their lack of power in formulating well targeted anti discrimination policies following oaxaca 1973 we propose a new method to decompose the total discrimination index tdi to analyze employment and wage discrimination in the labor markets of developing countries the tdi is decomposed into the employment discrimination index edi and the wage discrimination index wdi then into the underpayment index to majorities upi and the overpayment index to minorities opi we apply this method to the institutional discrimination against rural migrants in china s urban areas using national representative data from 2002 to 2013 we have found that 1 the tdi increased quickly after china entered the wto then dropped after anti discrimination policies were implemented 2 the tdi is mainly determined by the upi while the tdi s fluctuation is mainly determined by the wdi our method provides insights into the changing composition of employment and wage discrimination and their respective labor market outcomes in developing countries as a result appropriate policy measures may be developed accordingly

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

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

directed search for equilibrium wage tenure contracts i analyze the equilibrium in a labor market where firms offer wage tenure contracts to direct the search of employed and unemployed workers each applicant observes all offers and there is no coordination among individuals workers applications as well as firms recruiting decisions are optimal this optimality requires the equilibrium to be formulated differently from the that in the literature of undirected search i provide such a formulation and show that the equilibrium exists in the equilibrium individuals explicitly tradeoff between an offer and the matching rate at that offer this tradeoff yields a unique offer which is optimal for each worker to apply and applicants are separated endogenously according to their current values despite such uniqueness and separation there is a non degenerate and continuous wage distribution of employed workers in the stationary equilibrium the density of this distribution is increasing at low wages and decreasing at high wages in all equilibrium contracts wages increase with tenure which results in quit rates to decrease with tenure moreover the model makes novel predictions about individuals job to job transition and comparative statics

directed search with multiple job applications we develop an equilibrium directed search model of the labor market where workers can simultaneously apply for multiple jobs the main result is that all equilibria exhibit wage dispersion despite the fact that workers and firms are homogeneous wage dispersion is driven by the simultaneity of application choice risk neutral workers apply for both safe and risky jobs the former yield a high probability of a job oer but for low pay and act as a fallback option the latter provide with higher potential payo but are harder to get furthermore the density of posted wages is decreasing consistent with stylized facts unlike most directed search models the equilibria are not constrained ecient

black white wage inequality employment rates and incarceration the observed gap in average wages between black men and white men inadequately reflects the relative economic standing of blacks who suffer from a high rate of joblessness the authors estimate the black white gap in hourly wages from 1980 to 1999 adjusting for the sample selection effect of labor inactivity among working age men in 1999 accounting for labor inactivity including prison and jail incarceration leads to an increase of 7 20 in the black white wage gap adjusting for sample selectivity among men ages 22 30 in 1999 increases the wage gap by as much as 58 increasing selection bias which can be attributed to incarceration and conventional joblessness explains about two thirds of the rise in black relative wages among young men between 1985 and 1998 apparent improvement in the economic position of young black men is thus largely an artifact of rising joblessness fueled by the growth in incarceration during the 1990s

racial disparity in unemployment abstract in the united states black workers earn less than their white counterparts and have higher rates of unemployment empirical work indicates that most of this wage gap is accounted for by differences in cognitive skills that emerge at an early age in this paper we demonstrate that the same is not true for black white disparity in unemployment a large unexplained unemployment differential motivates the paper s second contribution a potential theoretical explanation this explanation is built around a model that embeds statistical discrimination into the subjective worker evaluation process that lies at the root of the efficiency wage theory of equilibrium unemployment

a market test for discrimination in the english professional soccer leagues this chapter proposes a market test for racial discrimination in salary setting in english league soccer over the period 1978 93 using a balanced panel of 39 clubs if there is a competitive market for the services of players the wage bill of the club will reflect their productivity and hence the performance of the club in the league discrimination can be said to exist if clubs fielding an above average proportion of black players systematically outperform clubs with a below average proportion of black players after one controls for the wage bill statistically significant evidence of discrimination in this sense is found

employer learning statistical discrimination and occupational attainment statistical discrimination plays a prominent role in theoretical discussions of the return to education as well as race and gender differences building on some earlier work by henry farber and robert gibbons 1996 hereafter fg and others on employer learning in the labor market altonji and pierret 2001 hereafter ap provide a test for statistical discrimination in an environment in which firms are learning about characteristics of workers over time however that model assumes that the rate at which employers learn about a given worker is independent of the type of job that he or she is in consequently the ap framework cannot readily be used to study statistical discrimination in hiring or how statistical discrimination and employer learning influence the skill level of the initial occupation and progression over a career in this paper i extend the ap analysis in three key respects first as in robert gibbons et al 2004 the sensitivity of output to worker skill is assumed to depend on the skill level of the job second the rate at which employers learn about the worker s skill is assumed to depend on the skill level of the job finally the probability of being hired into a given job depends on expected productivity relative to the wage i show that statistical discrimination influences initial employment rates wage levels and job type and that employers initial estimate of productivity influences wage growth even in an environment in which access to training is not an issue the implication is that the market may be slow to learn that a worker is highly skilled if the worker s best early job opportunity given the information available to employers is a low skill level job that reveals little about the worker s talent i close with a brief discussion of directions for empirical work suggested by the analysis

glass ceilings or sticky floors statistical discrimination in a dynamic model of hiring and promotion i show that when two groups differ in i their average skill level ii the precision with which they can signal their skill prior to entering the labour market and or hi the frequency with which they have the opportunity to signal their skill prior to entering the labour market then even if firms become increasingly informed regarding each worker s skill over time equally skilled workers from different groups will have different likelihoods of making it to top jobs in the economy even though there is no discrimination when it comes to promotion to these top jobs in 1995 95 of senior level managers in the top fortune 1000 industrial and 500 service companies in the us were male 97 of whom were also white federal glass ceiling commission 1995 in the uk females make up just 8 3 of the senior judi ciary 9 7 of top business leaders and 9 1 of newspaper editors eoc 2005 at the end of the 2004 american football season only 5 of the 32 nfl head coaches were black and only 2 of the 117 division i college football teams had black head coaches rosenburg 2004 in 1999 there were only 68 female full professors at the 120 phd granting economics departments in the us cswep 1999 this severe underrepre sentation of females and minorities at the highest levels of occupational achievement throughout a wide range of occupations has often been referred to as the glass ceiling 1

prejudice and wages an empirical assessment of becker s the economics of discrimination we test the predictions from becker s 1957 seminal work on employer prejudice and find that relative black wages a vary negatively with the prejudice of the marginal white in a state b vary negatively with the prejudice in the lower tail of the prejudice distribution but are unaffected by the prejudice of the most prejudiced persons in a state and c vary negatively with the fraction of a state that is black our estimates suggest that one quarter of the racial wage gap is due to prejudice with nontrivial consequences for black lifetime earnings

are emily and greg more employable than lakisha and jamal a field experiment on labor market discrimination we study race in the labor market by sending fictitious resumes to help wanted ads in boston and chicago newspapers to manipulate perceived race resumes are randomly assigned african american or white sounding names white names receive 50 percent more callbacks for interviews callbacks are also more responsive to resume quality for white names than for african american ones the racial gap is uniform across occupation industry and employer size we also find little evidence that employers are inferring social class from the names differential treatment by race still appears to still be prominent in the u s labor market jel j71 j64

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

race space and unemployment duration abstract this paper employs a special geo coded tabulation of the us panel study of income dynamics psid to examine the link between racial differences in residential location or residential segregation and racial disparities in unemployment durations for a sample of 1098 workers whose employment was terminated during the years 1990 through 1992 we estimate continuous time duration models explaining unemployment durations for recently unemployed individuals as a function of personal and household characteristics affecting worker productivity residential location characteristics at the time of job termination and measures of job accessibility we find that residential segregation affects racial differences in unemployment durations by exacerbating racial differences in job accessibility and neighborhood peer effects

integration of regional electricity markets in australia a price convergence assessment abstract from an electricity market design perspective it is relevant and practical to know which market structures allow for price convergence and how long this takes to achieve this study employs the phillips and sul 2007 2009 methodology to test for the convergence of wholesale electricity prices across the australian states we identify a long run common price growth pattern that applies to a cluster formed by three eastern states that share common market characteristics and limited physical interconnection we also find another cluster with less competitive market structures that although not interconnected strongly converge towards their own trend these findings confirm theoretical expectations while quantifying the rate of convergence finally we also investigate the role that the carbon tax regime has played in the convergence process with new empirical showing that the previous results are not affected with the notable exception being the case of south australia

comment lucas on involuntary unemployment keynes distinguishes three concepts voluntary frictional and keynesian involuntary unemployment frictional unemployment is a classical form of involuntary unemployment not voluntary as lucas suggests and reflects the marshallian rather than walrasian treatment of time and equilibrium lucas contradicts both keynes and pigou in asserting that there are always immediate vacancies for unskilled labour and abstracts from the very problem that keynes seeks to address if voluntary unemployment is re defined appropriately as de vroey helpfully suggests elsewhere the prefix involuntary is dispensable not because all unemployment is voluntary as lucas would have it but because it is all involuntary copyright 2006 oxford university press

race and employment outcomes evidence from nba coaches we study the impact of management diversity on employment outcomes using data on nba head coaches that includes information on the race of each coach and his supervisor we find that a supervisor is more likely to hire a coach of his own race we also find that black coaches are less likely to be rehired to a second job within three years than their white counterparts and that a head coach s race affects the quality of the opportunities he is offered these findings are stronger for first time coaches than experienced coaches suggesting that observable information on performance mitigates bias jel j0 j4 j7

lucas on involuntary unemployment the aim of this paper is to examine critically lucas arguments against keynes s general theory and in particular against keynes s concept of involuntary unemployment it comprises two main parts in the first i question lucas s claim that keynes betrayed the equilibrium discipline by freeing himself from the postulates of optimising behaviour and market clearing in the second i discuss lucas three arguments against the involuntary unemployment concept first that there is no rationale for drawing a distinction between two sorts of unemployment second that every economic outcome features voluntarity and involuntarity jointly and third that alternatives to unemployment are always present

do neighborhoods affect hours worked evidence from longitudinal data using a confidential version of the nlsy79 we estimate large effects of neighborhood social characteristics and job proximity on labor market activity a variety of neighborhood social characteristics are associated with less market work social characteristics have nonlinear effects with the greatest impact in the worst neighborhoods social characteristics are also more important for less educated workers exploiting the panel aspects of our data we find that estimates that do not account for neighborhood selection on the basis of time invariant and time varying unobserved individual characteristics substantially overstate the social effects of neighborhoods but understate the effects of job access

a test of screening discrimination with employer learning this paper tests for the presence of screening discrimination a type of statistical discrimination that occurs when employers are less able to evaluate the ability of workers from one group than from another using data from the 2000 release of the nlsy79 the author examines wage equations in a framework of employer learning to test the hypothesis that the market receives less reliable productivity signals at labor market entry from black men than from white men the estimation results support this hypothesis variables that are difficult for employers to observe such as the afqt score had less influence on the wages of black men and easily observed variables had more influence than on the wages of white men the influence of hard to observe variables on wages however increased faster with experience for black men

residential segregation and socioeconomic outcomes when did ghettos go bad abstract cutler and glaeser 1997 show that urban residential segregation has a strong adverse effect on labor market and social outcomes of young african americans relative to whites we show that this effect is a fairly recent historical phenomenon there is little evidence of such an effect from 1940 to 1970 rather it emerged between 1970 and 1980 and it grew stronger during the 1980s

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 importance of cost of living and education in estimates of the conditional wage gap between black and white women while evidence about discrimination in u s labor markets typically implies preferential treatment for whites recent studies document a substantial wage premium for black women for example fryer 2011 although differential selection of black and white women into the labor market has been a suggested explanation we demonstrate that accounting for selection does not eliminate the estimated premium we then incorporate two additional omitted variables recently documented in the literature 1 local cost of living and 2 years of education attained conditional on afqt score after controlling for these variables we find no evidence of a wage premium for black women

informal job search and black youth unemployment in this paper i analyze how young black and white unemployed jobseekers use various methods of search and the employment outcomes which result from their use the focus is on distinguishing informal search methods i e friends and relatives or direct application without referral from more formal ones in analyzing racial differences the results show that the two informal methods of search account for about 90 of the difference in employment probabilities between white and black youth this also accounts for 57 71 of the difference in unemployment rates between the two furthermore most of these results reflect differences in the ability of these methods to generate job offers as opposed to differences in search effort or job acceptance rates however our ability to explain these differences through personal family and household characteristics was generally quite limited this abstract was borrowed from another version of this item

on the blurring of the color line wages and employment for black males of different skin tones abstract we evaluate the role skin color plays in earnings and employment for black males in the nlsy97 by applying a novel scaled measure of skin tone to a nationally representative sample and by estimating the evolution of labor market differentials over time we bridge a burgeoning literature on skin color with more established literatures on wage differentials and labor market discrimination we find that while intraracial wage gaps widen with experience gaps between the lightest skinned black workers and whites remain constant suggesting that a blurring of the color line elicits subtle yet meaningful variation in earnings differentials over time

why do minority men earn less a study of wage differentials among the highly educated en in several minority groups in the united states have wages that are substantially lower than those of the benchmark majority group non hispanic white men several generations of labor economists have sought to understand the forces that drive these disparities this research program is potentially important for the purpose of determining whether minority wage gaps are likely to be narrowed more effectively by increasing enforcement of antidiscrimination laws or by implementing policies that reduce inequity in educational opportunity existing work shows large racial and ethnic differences in premarket factors especially formal schooling and suggests that these differences play a key role in shaping wage differences one example is trejo 1997 who finds that third and higher generation mexican american men earn 21 less than non hispanic white men approximately three quarters of the earnings gap is found to be attributable to the mexican americans relative youth and to differences in english language proficiency and years of schooling a second example is neal and johnson 1996 who find that black men earn 24 less than do non hispanic white men differences in schooling account for only about one fifth of this gap when the authors condition on performance on a basic verbal and math skills test the armed forces qualification test afqt though the differential between wages of blacks and whites declines to approximately onethird of its unadjusted level 1 trejo s 1997 study is a nice example of the traditional approach to studying race ethnicity wage gaps traditional in the sense that the explanatory variables in the study are conventional objective measures of human capital such as years of schooling and language ability neal and john

racial discrimination in labor markets with posted wage offers we analyze race discrimination in labor markets in which wage offers are posted if employers with job vacancies receive multiple applicants they choose the most qualified but may choose arbitrarily among equally qualified applicants in the model firms post wages workers choose where to apply and firms decide which workers to hire labor market frictions greatly amplify racial disparities so mild discriminatory tastes or small productivity differences can produce large wage differentials between the races compared with the nondiscriminatory equilibrium the discriminatory equilibrium features lower net output lower wages for both white and black workers and greater profits for firms this abstract was borrowed from another version of this item

wage discrimination in the nba evidence using free agent signings this article takes a step toward understanding potential causes of wage discrimination in an economy highly dependent on the service industry traditionally categorized within the service industry professional sport leagues such as the national basketball association nba provides a unique setting to examine the potential impact of race on salary we analyze free agency contract signings which allow us to better capture the determinants of players wages from 2011 to 2017 to investigate the prominence of wage discrimination in the nba using weighted linear regression models and the oaxaca blinder decomposition we find that black athletes are paid significantly less than their counterparts in addition we also identify the presence of consumer discrimination after controlling the exposure of a player to the audience which is observed through the interaction term between the share of msa population which is white and an identifier for whether a player is black

changes in the characteristics of american youth implications for adult outcomes we examine changes in the characteristics of american youth between the late 1970s and the late 1990s with a focus on characteristics that matter for labor market success the current generation is more skilled than the previous one blacks and hispanics have gained relative to whites and women have gained relative to men however the skill distribution has widened overall shifts in parental education generate many of the observed changes we also provide speculative estimates suggesting that if recent trends in technology and the supply of human capital continue wage inequality will increase substantially by 2025

separate and unequal in the labor market human capital and the jim crow wage gap competing explanations for the long standing gap between black and white earnings attribute different weight to wage discrimination and human capital differences using new data on local school quality we find that human capital played a predominant role in determining 1940 wage and occupational status gaps in the south despite entrenched racial discrimination in civic life and the lack of federal employment protections the resulting wage gap coincides with the higher end of the range of estimates from the post civil rights era we estimate that truly separate but equal schools would have reduced wage inequality by 29 48

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

the causes and consequences of distinctively black names in the 1960s blacks and whites chose relatively similar first names for their children over a short period of time in the early 1970s that pattern changed dramatically with most blacks particularly those living in racially isolated neighborhoods adopting increasingly distinctive names but a subset of blacks actually moving toward more assimilating names the patterns in the data appear most consistent with a model in which the rise of the black power movement influenced how blacks perceived their identities among blacks born in the last two decades names provide a strong signal of socioeconomic status which was not previously the case we find however no negative relationship between having a distinctively black name and later life outcomes after controlling for a child s circumstances at birth

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

the london bombings and racial prejudice evidence from the housing and labor market this paper investigates the impact of the london bombings on attitudes toward ethnic minorities examining outcomes in housing and labor markets across london boroughs we use a difference in differences approach specifying treated boroughs as those with the highest concentration of asian residents our results indicate that house prices in treated boroughs fell by approximately 2 in the 2 years after the bombings relative to other boroughs with sales declining by almost 6 furthermore we present evidence of a rise in the unemployment rate in treated compared to control boroughs as well as a rise in racial segregation jel j15 j71 r21

evidence on discrimination in employment codes of color codes of gender there is substantial racial and gender disparity in the american economy as we will demonstrate discriminatory treatment within the labor market is a major cause of this inequality the evidence is ubiquitous careful research studies that estimate wage and employment regressions help wanted advertisements audit and correspondence studies and discrimination suits that are often reported by the news media yet there appear to have been periods of substantial reductions in economic disparity and discrimination for example donohue and heckman provide evidence that racial discrimination declined during 1965 1975 1 gottschalk has produced statistical estimates that indicate that discrimination against black males dropped most sharply between 1965 and 1975 and that discrimination against women declined during the interval 1973 1994 2 but some unanswered questions remain why did the movement toward racial equality stagnate and eventually decline after the mid 1970s what factors are most responsible for the remaining gender inequality what is the role of the competitive process in the elimination or reproduction of discrimination in employment

a language theory of discrimination any advanced industrial society is composed of a number of speech communities with different verbal and nonverbal languages in particular in the united states blacks and whites and men and women have sharply differing methods of speaking and listening this paper develops a model in which people can only work together if they speak the same language and in which it is costly to learn a second language the competitive market will tend to minimize communication through segregation but if interaction is required the cost will be borne by the minority a number of nontrivial predictions are derived from the model

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

optimal contracting with subjective evaluation this paper extends the standard principal agent model to allow for subjective evaluation the optimal contract results in more compressed pay relative to the case with verifiable performance measures moreover discrimination against an individual implies lower pay and performance suggesting that the extent of discrimination as measured after controlling for performance may underestimate the level of true discrimination finally the optimal contract entails the use of bonus pay rather than the threat of dismissal hence neither efficiency wages nor the right to dismiss an employee are necessary ingredients for an optimal incentive contract

black white earnings ratios since the civil rights act of 1964 the importance of labor market dropouts published median earnings of wage and salary workers by race and sex are based on distributions that exclude those without earnings and those not employed as wage and salary workers at the time of the survey it has been argued that the changing importance of these exclusions rather than any improvement in the distribution of offered wages for blacks accounts for the apparent increase in black white relative median earnings this paper presents a new method for correcting the published medians for such censoring the apparent improvement in relative earnings is reduced but not eliminated by the correction

procrastination in teams and contract design abstract we study a dynamic model of team production with moral hazard we show that players might procrastinate to exploit the future externalities of team production contract design is shown to be a powerful tool to mitigate the problem of procrastination and enhance efficiency the team s ability to write discriminatory contracts is therefore central we also show that deadlines are not beneficial for a team provided that players can choose efforts frequently and design contracts optimally

the impact of the great migration on mortality of african americans evidence from the deep south the great migration the massive migration of african americans out of the rural south to largely urban locations in the north midwest and west was a landmark event in u s our paper shows that this migration increased mortality of african americans born in the early twentieth century south this inference comes from an analysis that uses proximity of birthplace to railroad lines as an instrument for migration

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

labor market dropouts and trends in the wages of black and white men there is continuing debate over whether and to what degree estimations of black white wage convergence are biased because they leave labor market dropouts out of the picture if a high proportion of blacks become discouraged and cease searching for jobs and if those dropouts have on average poor job prospects the average wage of black workers who remain in the labor market will be an upwardly biased estimate of the average wage across the population this paper introduces a simple method of imputing wages to non workers when non workers are accounted for in the calculations real wage growth for prime age black men over the 1969 98 period is reduced approximately 40 and black white wage convergence is reduced by approximately one third the author finds that a source of bias as important as falling employment rates is the growing gap between wages of workers and potential wages of non workers

international migration imperfect information and brain drain we consider a model of international migration where skills of workers are imperfectly observed by firms in the host country and where information asymmetries are more severe for immigrants than f

consumer discrimination and self employment self employment rates and incomes differ significantly by race we show that these differentials arise in markets with consumer discrimination and incomplete information about the price of the good and the race of the seller equilibrium income distributions have two properties mean black incomes are lower than mean white incomes and the returns to ability are lower for black than for white sellers able blacks therefore are less likely to self select into the self employment sector than able whites using the 1980 census data we find that observed racial differences in the self employment income distributions are consistent with the theoretical predictions

the new classical macroeconomics comprises articles published between 1972 and 1992 on new classical macroeconomics it starts by examining the rational expectations hypothesis and the application of general equilibrium to labour markets and continues with various arguments for the ineffectiveness of government policy

the differing nature of black white wage inequality across occupational sectors the nature of racial wage inequality appears to differ across occupation sectors specifically i find that all of the racial wage inequality in the white collar job sector can be accounted for by controlling for the academic skill level of each worker but almost half of the overall racial wage inequality remains in the blue collar sector after controlling for each worker s academic skill relatedly after controlling for academic skill i find that black workers are actually more likely to work in the white collar sector than white workers i show that these findings are consistent and arguably directly implied by both preference based and statistical based models of discrimination however omitted variable bias and measurement error also cannot be ruled out as possible explanations

the role of human capital in earnings differences between black and white men d uring the past 50 years the earnings of black men have increased substantially both in absolute terms and relative to those of white men as shown in figure 1 in 1940 the black white weekly earnings ratio among men ages 25 34 was 49 percent by 1980 it had increased to 79 percent during the 1980s however the overall black white earnings gap did not narrow and at younger ages the gap actually widened although the 1980s is not the first decade since 1940 in which black men made little or no gains in relative earnings the 1950s was another the lack of progress in the 1980s is nevertheless puzzling and a source of concern this article examines the factors underlying the differential in earnings between black men and white men with a focus on the role of human capital since 1940 successive generations of black men entering the labor force have been increasingly more educated relative to white men both in terms of years of school completed and in the quality of schooling obtained as the education and income levels of black parents increased racial differences in the transmission of human capital in the home were also likely to have narrowed this convergence in educational differences combined with the migration of blacks out of the south contributed to the narrowing in the racial gap in earnings over the 1940 80 period particularly in the first half of the period but human capital factors education and migration were not the only source of convergence in black white differences in earnings the patterns of change in the earnings gap support the contention that declining labor market discrimination against blacks has also contributed to the rise in the black white earnings ratio moreover the acquisition of human capital itself has been strongly affected by societal and governmental discrimination since blacks were long provided with greatly inferior schooling resources

keynes lucas and involuntary unemployment a reply to hayes in this response to mark hayes s criticism of his article lucas on involuntary unemployment the author insists on the need to draw a distinction between labour rationing a market outcome and unemployment the activity of job seeking economic theory is mainly concerned with the former yet the issue of the voluntarity versus the involuntarity of unemployment pertains to unemployment as an activity failing to make this distinction cannot but lead to semantic confusion

racial segregation and the black white test score gap abstract racial segregation is often blamed for some of the achievement gap between blacks and whites we study the effects of school and neighborhood segregation on the relative sat scores of black students across different metropolitan areas using large microdata samples for the 1998 2001 test cohorts our models include detailed controls for the family background of individual test takers school level controls for selective participation in the test and city level controls for racial composition income and region we find robust evidence that the black white test score gap is higher in more segregated cities holding constant family background and other factors a shift from a highly segregated city to a nearly integrated city closes about one quarter of the raw black white gap in sat scores specifications that distinguish between school and neighborhood segregation suggest that neighborhood segregation has a consistently negative impact while school segregation has no independent effect though we cannot reject equality of the two effects additional tests indicate that much of the effect of neighborhood segregation operates through neighbors incomes not through race per se data on enrollment in honors courses suggest that within school segregation increases when schools are more highly integrated potentially offsetting the benefits of school desegregation and accounting for our findings

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

bargaining sorting and the gender wage gap quantifying the impact of firms on the relative pay of women there is growing evidence that rm specic pay premiums are an important source of wage inequality these premiums will contribute to the gender wage gap if women are less likely to work at high paying rms or if women negotiate worse wage bargains with their employers than men using longitudinal data on the hourly wages of portuguese workers matched with balance sheet information for rms we show that the wages of both men and women contain rm specic premiums that are strongly correlated with employer productivity we then show how the impact of these rm specic pay dierentials on the gender wage gap can be decomposed into a combination of bargaining and sorting eects consistent with the bargaining literature we nd that women receive only 90 of the rm specic pay premiums earned by men notably we obtain very similar estimates of the relative bargaining power ratio from our analysis of between rm wage premiums and from analyzing changes in

unemployment dynamics and duration dependence a major issue in the analysis of unemployment durations concerns distinguishing genuine duration dependence of the exit rate out of unemployment from unobserved heterogeneity we present a method for the nonparametric estimation of both phenomena designed to be applicable to time series data on aggregate outflows from different duration classes the model explicitly takes into account that individual exit rates are affected by the business cycle and by seasonal effects the method is applied to u s data we find diverging duration effects among black and white individuals however except for white males duration dependence is dominated by unobserved heterogeneity

racial prejudice and labour market penalties during economic downturns do economic downturns encourage racist attitudes does this in turn lead to worse labour market outcome for minorities we assess these important questions using british attitude and labour force data the attitude data show that racial prejudice is countercyclical with the effect driven by large increases for high skilled middle aged working men a 1 point increase in unemployment is estimated to increase self reported racial prejudice by 4 points correspondingly the labour force data show that racial employment and wage gaps are counter cyclical with the largest effects also observed for high skilled men especially in the manufacturing and construction industries a 1 point increase in unemployment is estimated to increase the wage gap by 3 these results are entirely consistent with the theoretical literature which proposes that racial prejudice and discrimination are the result of labour market competition among individuals with similar traits and that the effects of this competition are exacerbated during periods of economic downturn

education and labor market discrimination using a model of statistical discrimination and educational sorting we explain why blacks get more education than whites of similar cognitive ability and we explore how the armed forces qualification test afqt wages and education are related the model suggests that one should control for both afqt and education when compar ing the earnings of blacks and whites in which case a substantial black white wage differential emerges we reject the hypothesis that differences in school quality between blacks and whites explain the wage and education differentials our findings support the view that some of the black white wage differential reflects the operation of the

noncontractible heterogeneity in directed search this paper provides a directed search model designed to explain the residual part of wage variation left over after the impact of education and other observable worker characteristics have been removed workers have private information about their characteristics at the time they apply for jobs firms value these characteristics differently and can observe them once workers apply they hire the worker they most prefer however the characteristics are not contractible so firms cannot condition their wages on them this paper shows how to extend arguments from directed search to handle this allowing for arbitrary distributions of worker and firm types the model is used to provide a functional relationship that ties together the wage distribution and the wage duration function this relationship provides a testable implication of the model this relationship suggests a common property of wage distributions that guarantees that workers who leave unemployment at the highest wages also have the shortest unemployment duration this is in strict contrast to the usual and somewhat implausible directed search story in which high wages are always accompanied by higher probability of unemployment

an equilibrium search model with coworker discrimination this article analyzes the effect of coworker discrimination on wage and unemployment differentials between males and females using a search model an increase in female participation drives up the wage offer to female workers and raises female employment moreover an increase in the degree of discrimination by males results in gains to them in terms of higher wages and lower unemployment but results in losses to females in terms of lower wages and higher unemployment the benefit to males provides an explanation for the persistence of discrimination