male interracial wage differentials competing explanations persistent interracial wage differentials present a challenge for neoclassical models of discrimination which claim that long rung competition is not consistent with persistent discrimination this study provides an empirical examination of the missing variable and job competition models of interracial wage inequality the results argue strongly against the missing variables approach and strongly in favor of the job competition model specifically this study finds that about one half of the male african american white and latino white interracial wage differentials are due to market discrimination against african americans and latinos in addition the positive and significant coefficients on the race gender employment density variables strongly affirm the job competition model s contention that access to white especially male dominated jobs increases an individual s wage rate regardless of race racial job segregation then is an important explanatory variable for racial wage discrimination copyright 1999 by oxford university press

can the human capital approach explain life cycle wage differentials between races and sexes i introduction the trends in gender and racial wage gaps have continued to receive the attention of researchers and policy makers due to their mounting social significance substantial literature concludes that after world war ii the black white pay gap shrank rapidly until the mid 1970s this trend was reversed in the 1980s card and dinardo 2002 couch and daly 2002 darity and myers 1998 o neill 1990 smith and welch 1989 1 in contrast the gender pay gap persisted for four decades after world war ii only in the 1980s did it start to narrow yet it showed only a little progress in the 1990s blau ferber and winkler 2002 goldin 1990 o neill 2003 although a large number of studies have been purported to investigate the sources of male female and black white pay gaps most have not addressed the issue of whether or not the individuals being observed have changed their economic status over their lifetimes the major problem is that longitudinal data are not available over a long enough period to determine the age earnings profiles 2 by using the national longitudinal survey of youth data 1979 cohort nlsy79 this paper examines gender and racial wage gaps among individuals of the same age in an effort to eliminate major life cycle differences while at the same time tracking the changes in the wage gaps over their life spans in particular we would like to provide answers to the following questions what factors can account for the narrowing widening gender wage gaps among blacks whites as they age can the observed life cycle wage gaps be attributed to different paths of postschool human capital accumulation since today s individuals regardless of race or sex have on average completed similar years of schooling among the youth cohort the observed disparity in wages between races and sexes may simply reflect the differences in the quality of schooling family background and postschool investment 3 given that school quality and family background are essentially fixed for an individual as he or she ages in order to address the questions above this paper attempts to further examine the differences in postschool human capital investment behavior among individuals past estimates of the structural parameters for the model of postschool human capital accumulation have however not been fruitful benporath 1970 brown 1976 haley 1976 heckman 1976a 1976b rosen 1976 the major reasons as heckman 1976b points out are that dynamic models are difficult to solve explicitly and that the proportion of time spent investing in on the job training cannot be measured directly moreover to fulfill the dynamic concepts of human capital accumulation longer period longitudinal data must be used to explore the life cycle view of individual wages 4 the lack of empirical investigation in relation to the continuous time dynamic model using panel data therefore leads us to develop an alternative empirical version for estimating the structural parameters of the wage function over a lifetime in other words the purpose of our study is to estimate a dynamic structural model based on the theory of optimal human capital accumulation in accordance with this theory of human capital the wage and its life path can be viewed as the outcome of an optimal path of human capital investment over an individual s life cycle instead of comparing the differences in the outcome of this optimization process i e wages we estimate the key parameters in determining the life cycle wage path as well as further empirically identifying the sources of the wage gap our empirical results first suggest that the male female wage gap mainly arises from gender difference in the marginal costs of human capital production as men in general spend more time in the labor market and gain more work experience than women they tend to have lower marginal costs in the process of human capital production

wages sorting on skill and the racial composition of jobs wages for black and white workers are substantially lower in occupations with a high density of black employees following standard controls such correlations can exist absent discrimination or as a result of discrimination in wage level equations partial correlations fall sharply after controlling for occupational skills longitudinal estimates accounting for worker heterogeneity indicate little wage change associated with changes in racial composition results support a quality sorting rather than discrimination explanation with racial density serving as an index of unmeasured skills discrimination reflected in racial wage gaps occurs within occupations or across occupations in a manner uncorrelated with racial composition

black unemployment and infotainment i introduction why has the black unemployment rate in the united states been more than twice that of whites over the past three decades from 1972 to 2002 the average black unemployment rate was 12 4 while the average unemployment rate for whites was 5 5 figure 1 gilman 1965 arrow 1972a 1972b shulman 1987 and darity and mason 1998 represent just a few scholars who have sought to explain this conundrum using a discrimination framework this article builds on those earlier efforts but refocuses the explanation onto indirect cultural social phenomena that motivate discrimination it is hypothesized that media forms that reflect information and entertainment infotainment and highly visible social phenomena interact to produce negative consumption externalities and decreased demand for black labor this hypothesis is consistent with loury s 1998 call for the use of social phenomena to explain economic outcomes the underlying demand side hypothesis is tested using single equation regression models to determine whether variables representing infotainment and social phenomena explain the black white unemployment rate gap and the black unemployment rate in addition the statistical analysis includes tests for causal and cointegration relationships and simultaneous equation systems to identify the path by which these social phenomena affect economic outcomes section ii of this article establishes a theoretical framework as a prelude to the analysis and defines the infotainment and social phenomena that are hypothesized to contribute significantly to black employment outcomes sections iii and iv present variable consistent analytical models and the results respectively section v provides conclusions ii theoretical framework loury 1998 called on economists to look beyond what happens within markets p 117 when examining the topic of racial or gender discrimination this article s key thrust is consistent with darity mason and stewart 2006 in that nonblacks may justify their decision to operate as racialists when they observe blacks through infotainment in stereotypical and antisocial roles further darity mason and stewart 2006 argue that nonblacks may justify the us versus them mentality that is intrinsic to acts of employment discrimination in a split labor market paradigm darity 1989 the latter of course increases the black white unemployment rate gap and the black unemployment rate figure 1 omitted the black white unemployment rate gap and the black unemployment rate could be viewed through one or all three discrimination theory lenses that loury 1998 discussed taste statistics and market in effect this article has implications for all three theories because the econometric models that are presented permit a discriminator to be interpreted as discriminating based on one or all three motivations an employer who decides to engage in employment discrimination against a black applicant may be motivated by a taste derived from infotainment by a statistical framework based on signals observed through infotainment or by broad market conditions learned while consuming infotainment similarly a discriminator s decision could be based on knowledge or perception of blacks involvement in crime especially drug related crimes human immunodeficiency virus hiv acquired immunodeficiency syndrome aids hip hop culture or on perceived differences between blacks and unauthorized immigrants this knowledge is likely to be obtained through consumption of infotainment television movies newspaper popular periodicals and the internet are the primary media genres that embody the information and entertainment characteristics that constitute infotainment how can infotainment sources contribute to black unemployment this can be accomplished by imprinting adverse images of blacks on the minds of hiring officials

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

the evolution of the racial wage hierarchy in post apartheid south africa this article develops a multilateral decomposition procedure for the analysis of wage differentials and applies this to the evolution of the racial wage hierarchy in south africa over the period 1993 2001 we find evidence that the wage position of the majority african workforce improved relative to all other racial groups immediately following the transition to democratic rule in 1994 but that these gains have been largely eroded in the ensuing years of the post apartheid era we review the range of policy initiatives that have been taken by the government since 1994 in the light of our empirical findings

understanding the family gap in pay for women with children as the gender gap in pay between women and men has been narrowing the family gap in pay between mothers and nonmothers has been widening one reason may be the institutional structure in the united states which has emphasized equal pay and opportunity policies but not family policies in contrast to other countries that have implemented both the authors now have evidence on the links between one such family policy and women s pay recent research suggests that maternity leave coverage by raising women s retention after childbirth also raises women s levels of work experience job tenure and pay

agricultural graduate earnings the impacts of college career and gender survey data were used to identify determinants of starting and current salaries of agricultural graduates from kansas state university from 1976 97 salaries were significantly influenced by major field advanced degrees job location gender and family variables motivation for accepting a job and job mobility salary structures were estimated separately for male and female alumni women earned less than men after controlling for observed differences between the two groups decomposition of the salary differential revealed that gender salary differences were primarily due to differences between sexes in starting salaries field of study job experience and higher returns to married men careers of agricultural alumni have changed rapidly over the past several decades as the food economy has entered the information age goodman employers of agricultural graduates have increased their emphasis on computer people and teamwork related skills litzenberg and schneider andelt barrett and bosshamer given the major changes in the career expectations and experiences of agricultural alumni up to date information on salaries and career experiences is a vital ingredient for sound forward looking college and career decisions the purpose of this study is to identify and quantify the determinants of both starting and current august 1997 salaries of agricultural alumni with the use of a large survey sample of twenty two graduating classes 1976 to 1997 from the college of agriculture at kansas state university ksu this recent and extensive sample provides new insight on how starting salaries have changed over time and how sal

labor economics problems in analyzing labor markets introduction i unemployment 1 keynes cambridge and the new keynesian economics m s lawlor 2 labor economics and unemployment an historian s perspective a keyssar ii how labor markets really work 3 the impact of formal on the job training on unemployment and the influence of gender race and working life cycle position on accessibility to on the job training a j field a h goldsmith 4 empirical tests of labor market equilibrium an evaluation j heckman t macurdy 5 labor market segmentation theory reconsidering the evidence w t dickens k lang iii race discrimination and competition 6 labor markets and racial inequality j cotton 7 racial inequality and racial conflict recent developments in radical theory r williams iv culture ethnicity and poverty 8 culture and human capital theory and evidence or theory versus evidence s a woodbury 9 labor economics and public policy dominance of constraints on preferences m foster index

minority advantage and disadvantage in competition and coordination abstract we explore how a minority advantage or disadvantage endogenously arises in two contrasting environments a population comprises two unequally sized groups each individual allocates effort between a majority skill and a minority skill it is cheaper to invest in the skill of one s own group individuals are subsequently pairwise matched in an environment that encourages either competition or coordination we find both theoretically and experimentally that under competition the minority players earn more than the majority players when the share of the minority group is sufficiently small as players acquire more of the majority skill to maximize the chance of winning against a majority opponent moreover when there are no theoretical predictions for a relatively large share of the minority we find experimentally that the minority players still enjoy an advantage and the advantage is smaller under coordination in contrast payoffs are reversed both theoretically and experimentally players are more likely to coordinate on the majority skill and this yields a minority disadvantage the minority disadvantage grows with the imbalance in the size of the two groups

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 method for taking models to the data abstract this paper develops a method for combining the power of a dynamic stochastic general equilibrium model with the flexibility of a vector autoregressive time series model to obtain a hybrid that can be taken directly to the data it estimates this hybrid model via maximum likelihood and uses the results to address a number of issues concerning the ability of a prototypical real business cycle model to explain movements in aggregate output and employment in the postwar us economy the stability of the real business cycle model s structural parameters and the performance of the hybrid model s out of sample forecasts

labor market effects of september 11th on arab and muslim residents of the united states we investigated whether the september 11 2001 terrorists attacks had any effect on employment earnings and residential mobility of first and second generation arab and muslim men in the united states we find that september 11th did not significantly affect employment and hours of work of arab and muslim men but was associated with a 9 11 percent decline in their real wage and weekly earnings with some evidence that this decline was temporary the adverse earnings effects were strongly linked to hate crime incidence estimates also suggest that the terrorists attacks reduced intrastate migration of arab and muslim men

the labor market effects of sex and race discrimination laws westudytheeffectsofstatesexandracediscriminationlawsthatwerepassedprior to federal antidiscrimination legislation state sex discrimination laws targeted discrimination in pay only because an equal pay constraint raises the relative price of female labor we would expect the relative employment of females to decline we find robust evidence that state equal pay laws for women reduced relative employment of both black women and white women we also find some evidence of positive effects of race discrimination laws on earnings of blacks relative to whites although no evidence of employment effects jel j15 j16 j18 j23 i introduction public policies to narrow the gaps in labor market outcomes between men and women and between whites and minorities have a long and controversial history two pieces of federal legislation stand out as perhaps the most significant such policies the first was the equal pay act of 1963 which requires equal pay for equal work noting some exceptions but explicitly prohibiting a worker s sex as one of them the second was title vii of the civilrightsactof1964 makingitillegaltodiscriminate in hiring discharge compensation and so on on the basis of race color religion sex or national origin two other important landmarks in the evolution of these policies at the federal level were amendments to title vii embodied in the equal employment opportunity act eeoa of 1972 which expanded coverage and increased the enforcement powers of the equal employment opportunity commission eeoc and executive orders 10925 1961 11246 1965 and 11375 1967 which laid the groundwork for affirmative action although the phrase has its origins in title vii 1

intergroup disparity economic theory and social science evidence consider a hypothetical community where two groups are distinguished by an ascriptive characteristic or a set of ascriptive characteristics that are understood as separating markers by the members of each of the groups indeed the distinguishing characteristics may be recognized by others external to the two groups or external to the community furthermore these separating markers are associated with the social categories of race or ethnicity credible surveys taken by researchers reveal that on average the members of the two groups experience widely distinct economic outcomes members of group a are found to have significantly lower earnings a higher incidence of unemployment less prestigious occupations lower levels of total income and substantially lower levels of wealth than members of group b conventional economics offers two major explanations for the observed disparity between groups a and b first average productivity linked endowments or a human capital gap correlate strongly with membership in each of these ascriptively bounded groups producing the differences in outcome the origins of these background differences have been attributed to a variety of causes the four most prominent reasons offered for the wedge in human capital acquisition have been i an unequal allocation of social resources across the two groups ii the intergenerational transmission of past disadvantage or advantage across the groups iii somewhat invidiously cultural differences between the groups and iv most invidiously genetic differences between the groups that generate not only the ascriptive distinctions but also differences in intelligence and motivation second at any moment members of each group with given productivity linked characteristics can be confronted with differential treatment of those characteristics in markets especially labor markets in short conventional theory suggests that the observed gap in outcomes could be due to discrimination against group a and nepotism on behalf of group b

racial segregation in the public schools and adult labor market outcomes the case of black americans residential segregation has played a central role in theories of minority entrepreneurship and in the diversification of the u s labor market racial diversity in public accommodations including schools has been an issue of continuous public policy debate at least since the u s supreme court s plessy versus ferguson decision 1896 this study applies theory from the literature on social capital to an examination of the role of racial segregation in the public schools of blacks during childhood on their adult likelihood to become self employed and their level of occupational status the model results indicate that after controlling for a number of individual household and metropolitan area factors lower rates of segregation during public schooling results in higher likelihood of wage salary employment and self employment among a cohort of black americans that attended public schools during the 1960s

on the structural interpretation of the smets wouters risk premium shock this article shows that the risk premium shock in smets and wouters 2007 can be interpreted as a structural shock to the demand for safe and liquid assets such as short term u s treasury securities several implications of this interpretation are discussed

ensuring sustainable access to drinking water in sub saharan africa conflict between financial and social objectives summary we study a model explaining dynamics in water coverage that accounts for financial performances of utilities our dataset covers 25 sub saharan countries from 1996 to 2012 results suggest that access to water depends upon financial results but this relationship is not linear we find important access increases for relatively low levels of capital cost recovery and deterioration of access performances beyond a certain threshold our results are consistent with the literature about risks of corporatization and potential conflict between financial and social objectives in the water sector and they provide supporting quantitative evidence and recommendations for sector policies in the region

women and affirmative action abstract this paper reviews evidence indicating that as it has been enforced so far affirmative action has contributed negligibly to women s progress in the workplace affirmative action can be modeled as a tax on employers whose female employment growth falls below a certain rate clearly if labor supply shifts result in female employment growth greater than the regulatory standard the tax constraint will not be binding as we shall see this may help explain an affirmative action program that is generally ineffective for women although it has been effective for minorities federal anti bias policies in general and the system of affirmative action goals in particular have been accused of instituting employment quotas this paper reviews evidence on the homogenization of the workplace predicted by the quota theory as well as considering more direct evidence on whether affirmative action goals are really quotas in lambs clothing i shall also review the slim evidence on the most fundamental and co

nationality preferences for labour in the international football industry this paper tests consumer and co worker nationalistic preferences by measuring the effect of team nationality composition on fan attendance and overall team quality using professional football teams in the world s five largest football leagues little evidence is found to support the hypothesis that fans or co workers discriminate based upon the player s nationality thus the under representation of various nationalities can be concluded to originate from a club s ownership and or management these results are similar to the racial bias revealed by english club owners as found by szymanski and preston

the impact of psychological and human capital on wages historically economists have taken the position that psychological capital is either unobservable or immeasurable thus heretofore little evidence has been available on the contribution of psychological capital to wages using data drawn from two different waves of the national longitudinal survey of youth we offer evidence that psychological capital has both a direct effect via self esteem and an indirect effect through locus of control on an individual s real wage we find a person s wage is more sensitive to changes in self esteem than to comparable alterations in human capital both relative wages and human capital contribute to self esteem

regulating water services for all in developing economies summary economic regulation is being introduced into the water services sector in developing economies where widespread poverty and service inadequacies affect regulatory rationales this paper analyzes the regulatory experience in 11 metropolitan areas with respect to the challenge of reaching all urban consumers particularly the poor case study evidence suggests that pro poor regulatory outcomes have been constrained by inadequate framework conditions and a limited understanding of alternative providers in many cases regulatory governance has been equally vulnerable although some regulators have demonstrated a capacity and willingness to achieve a balance between the social and financial objectives of water service regulation

from dark to light skin color and wages among african americans this paper develops and tests a theory referred to as preference for whiteness which predicts that the interracial white black and intraracial wage gap widens as the skin shade of the black worker darkens using data drawn from the multi city study of urban inequality and the national survey of black americans we report evidence largely consistent with the theory moreover we decompose the estimated interracial and intraracial wage gaps and find that favorable treatment of lighter skinned workers is a major source of interracial and intraracial wage differences as predicted by the theory

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

accounting for the racial gap in afqt scores comment on nan l maxwell the effect on black white wage differences of differences in the quantity and quality of education comment on nan l maxwell the effect on black white wage differences of differences in the quantity and quality of education industrial and labor relations review vol 47 no 2 january 1994 author s abstract

inequality income growth and mobility the basic facts during the 1950s and 1960s mean wages in the united states grew rapidly and the dispersion around this growing mean changed very litde starting in the 1970s and continuing into the 1980s and 1990s these patterns were reversed mean wages grew slowly and inequality increased rapidly these changes in labor markets were reflected in changes in the distribution of family income the mean of the distribution of family income did increase after 1973 in spite of the near constancy of mean real wages as family members increased the number of hours they worked however the increase in inequality of wages was mirrored by an increase in the dispersion of family income a large descriptive literature has documented the rise in inequality while a smaller behavioral literature has sought to delineate the causes of this rise these changes in the distribution of family income a fected rates of poverty directly during the 1950s and 1960s temporary increases in poverty during recessions were more than offset by declines in poverty during economic expansions as long as the poor gained along with everyone else fi om the secular growth in the mean one could be confident that poverty rates would ratchet down this is exactly what happened as poverty rates fell from 22 4 percent in 1959 to 11 1 percent in 1973

experience tenure and the perceptions of employers this paper examines how group based assessments concerning employee ability impact employee compensation the employer learns about worker ability through bayesian updating creating an additional channel for wage growth that is not available to those workers with only general labor market experience consistent with the model s predictions results from national longitudinal survey of youth nlsy indicate that black workers fare much better relative to white workers in returns to tenure than in returns to experience finally parameter estimates in the structural model suggest that employers initially undervalue black males but that their wages rise with learning by employers over time on average black males earn lower wages than white males just as average wages differ across many groups this paper examines one explanation for this wage gap the possibility that employers underestimate the ability of workers in one or more groups in particular this paper proposes a model that provides explicit predictions about the affect of employer s perceptions on workers returns to general experience and tenure on the job we then examine the wage growth of young males to see whether patterns are consistent with the model economic theory provides many other explanations for differences in wages across groups

race competition and differential wages this paper develops a competitive model of racial wage and employment discrimination discrimination is a persistent outcome of the interaction of two phenomena the first is the adverse effect of racial conflict on the organisational strength of workers which in turn affects the formation of wage differentials this is a class struggle effect the second is the negative correlation between the interracial employment ratio and the wage differential within occupations arid across all capitals this is a racial exclusion effect the interaction of the class struggle and racial exclusion effects implies persistent discrimination

gender differences in the cost of displacement an empirical test of discrimination in the labor market there are two competing explanations of why women workers earn less than men with equivalent education work experience and job tenure the human capital explanation and the discrimination explanation the human capital explanation argues that sex differences in human capital investment which arise from sex differences in expectations surrounding labor force participation account for the wage differential women workers are expected to invest less in jobspecific human capital than otherwise comparable men workers because women expect to spend less time on the job furthermore even for men and women workers with equal ex post levels of job tenure and or work experience women have invested less in onthe job training because their a priori expectations of job tenure and or work experience were less than those of men who now have the same tenure and or experience therefore in this view women workers earn less than comparable men because they have invested less in specific human capital women earn less because they are less productive the sex wage differential is economically efficient the discrimination explanation argues that sex differences in labor market opportunities that is sex discrimination in the labor market account for the sex wage differential in this view women workers earn less than comparable men because they are the victims of sex discrimination in the labor market women do not earn less because they are less productive the sex wage differential is economically inefficient while the economic implications of these two explanations of the sex wage differential are enormously different both explanations are consistent with empirical studies simply because both resort to nonmeasurables to explain the sex wage differential empirical studies cannot measure directly either discrimination or job specific human capital therefore the problem with these two competing explanations of the sex wage differential is that neither has been empirically sorted from the other both explanations are consistent with data which show a wage differential by sex after controlling for education work experience and job tenure newly available data on displaced workers provide an opportunity to empirically disentangle these two competing explanations of the sex wage differential displaced workers are workers who have lost their jobs either because their workplaces have closed or because they were permanently laid off due to slack demand for the outputs of their firms displaced workers represent a special case of worker mobility unlike voluntary job movers that is workers who have voluntarily quit their prior jobs the job mobility of displaced workers is not the result of their own expectations that better jobs are available a worker who voluntarily changes jobs does so because there is another job which offers higher wages or other improvements in the conditions of employment the worker moves precisely because his or her productivity and wages is higher on the subsequent job the wage change is endogenous unlike workers who are fired or involuntarily laid off because their personal productivity is lower than that of other tdiscussants rebecca blank princeton university elyce rotella indiana university

ethnicity and credit in african manufacturing abstract this paper investigates whether market interaction can by itself perpetuate the lack of ethnic diversity that is observed in the business communities of many developing countries using case study data on manufacturing firms in kenya and zimbabwe we find no evidence that blacks or women are disadvantaged in the attribution of bank credit once we control for firm size and other observable characteristics in contrast an ethnic and gender bias is noticeable in the attribution of supplier credit although we cannot rule out the presence of discrimination the bulk of the evidence indicates that network effects play an important role in explaining this bias

monetary policy analysis with potentially misspecified models abstract the paper proposes a novel method for conducting policy analysis with potentially misspecified dynamic stochastic general equilibrium dsge models and applies it to a new keynesian dsge model along the lines of christiano eichenbaum and evans jpe 2005 and smets and wouters jeea 2003 we first quantify the degree of model misspecification and then illustrate its implications for the performance of different interest rate feedback rules we find that many of the prescriptions derived from the dsge model are robust to model misspecification jel classification c32 key words bayesian analysis dsge models model misspecification 1 introduction the quantitative evaluation of monetary policy rules plays an important role in the design of stabilization policies much of the recent debate about optimal monetary policy rules has been carried out with new keynesian dynamic stochastic general equilibrium dsge models see woodford 2003 dsge models have the advantage that one can explicitly assess the effect of policy regime changes on expectation formation and decision rules of private agents yet until recently these models were scarcely used by central banks because they were perceived as being inferior to less structural model in terms of fit recent work by christiano eichenbaum and evans 2005 and smets and wouters 2003 has changed this perception these papers show that the fit of large scale new keynesian dsge models is comparable to that of more heavily parameterized models as a consequence a number of central banks have begun to show interest in these models as tools for quantitative policy analysis despite the success in improving the empirical performance of dsge models misspecification remains a concern as shown in del negro schorfheide smets and wouters 2004 accounting for misspecification and model uncertainty in general is an important aspect of the assessment of monetary policies after all it has long been recognized that model and parameter uncertainty affects optimal policies e g brainard 1967 chow 1975 and craine 1979 1 this paper proposes a new method for taking model misspecification into account when assessing the performance of alternative interest rate feedback rules we apply this approach to evaluate different policies in the context of a new keynesian dsge model including the estimated volcker greenspan rule a natural approach in the presence of model uncertainty is to evaluate policy rules within all the model specifications that are under consideration in choosing the best performing rule one can either follow a bayesian route assigning probabilities to models and minimizing the overall posterior expected loss alternatively one can follow a minimax strategy by adopting a policy that minimizes the worst case loss across models the literature contains numerous applications of these ideas e g mccallum 1988 levin wieland and williams 1999 2003 rudebusch 2001 2003 onatski and stock 2002 onatski and williams 2003 brock durlauf and west 2004 cogley and sargent 2005 and hansen and sargent 2005 all these papers differ with regard to the type of models included in the model set and the formulation of the decision problem that leads to the choice of a preferred policy our analysis differs from previous work with respect to the method that is used to construct a model set and assign probabilities to these models so that a bayesian calculation of posterior expected performance is possible we start from a dsge model in which monetary policy is modelled through an interest rate feedback rule the dsge model imposes cross coefficient restrictions on a vector autoregressive representation of the data while we are assuming that the data obey a vector autoregressive law of motion we allow for potential deviations from the cross coefficient restrictions at the same time we maintain the assumption that monetary policy follows the same interest rate rule as in the dsge model

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

the locus of racial disadvantage in the labor market1 using a pooled sample constructed from recent installments of the displaced workers survey this study examines the racial disparities in postdisplacement outcomes while controlling for the predisplacement experience and earnings of individual workers it finds no racial difference in the reemployment wage but there is a large racial disparity in the chances of reemployment among workers with equivalent characteristics and experience this lower reemployment rate of displaced black workers may be due to individual differences in search behavior but it is also consistent with contemporary accounts of hiring discrimination

discrimination in the labor market the curse of competition between workers in an experiment we identify a crucial factor that determines whether employers engage in statistical discrimination of ex ante equal groups in the standard no competition setup of coate and loury 1993 we do not nd systematic evidence for statistical discrimination when we introduce competition between workers of dierent groups for the same job the non discrimination equilibrium ceases to be stable in line with this theoretical observation we nd systematic discrimination in the experimental treatment with competition nevertheless a substantial minority of the employers refuses to discriminate even when it is in their best interest to do so

the effect on black white wage differences of differences in the quantity and quality of education using data from the national longitudinal survey of youth for the years 1979 88 the author examines the extent to which black white differences in educational attainment educational quality and unmeasured individual ability can explain black white wage differences an analysis that corrects for both selectivity and ability biases inherent in estimating the education wage relationship shows that the main source of the black white wage differential is the racial difference in the quality rather than quantity of schooling in fact the author concludes closing the racial gap in the basic skills learned in school could reduce the wage differential by two thirds

earnings and caste an evaluation of caste wage differentials in the nepalese labour market abstractthis paper examines the sources of wage differentials among castes in nepal a country which had until 1963 an age old caste based social division of labour we use an extended oaxaca decomposition model with occupation and firm size augmenting the conventionally used measures of human capital endowments our results indicate that caste wage differentials in nepal are large and that human capital endowments and lack of access to better paying occupations and larger firms have a significant impact furthermore we find mixed evidence that the government policy of affirmative action has narrowed down the caste wage differential

equal pay for equal work evidence from sweden and a comparison with norway and the u s using a new data set covering most privately employed workers in sweden we compare gender wage differences to those previously reported for norway and the u s the central finding is that the wage gap is small when comparing men and women working in the same type of occupation for the same employer segregation of men and women by occupation accounts for more of the gap in sweden than in the other two countries in all three countries we find that segregation by occupation explains more than segregation by establishment and that institutional changes over the past two decades aimed at improving the status of women had little effect on the gender wage gap jel classification j16 j71

labor market analysis and labor policymaking in the nation s capital the author who served as chief economist checo at the u s department of labor in 2011 and 2012 discusses her work in the department and the nature of government policy making in the areas of labor and employment she lauds the extent to which policy making in the department is based on empirical evidence and economic analysis and says greater interaction between the department and academic economists who can provide such evidence and analysis would be beneficial she offers figures on the ongoing labor market effects of the 2008 financial crisis and ensuing recession and discusses the department s efforts to address problems including long term unemployment and the problems of african american and hispanic workers

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

orchestrating impartiality the impact of blind auditions on female musicians a change in the audition procedures of symphony orchestras adoption of blind auditions with a screen to conceal the candidate s identity from the jury provides a test for sex biased hiring using data from actual auditions in an individual fixed effects framework we find that the screen increases the probability a woman will be advanced and hired although some of our estimates have large standard errors and there is one persistent effect in the opposite direction the weight of the evidence suggests that the blind audition procedure fostered impartiality in hiring and increased the proportion women in symphony orchestras

sex discrimination in restaurant hiring an audit study in an audit study of sex discrimination in hiring comparably matched pairs of men and women applied for jobs as waiters and waitresses at restaurants in philadelphia in high price restaurants where earnings are higher job applications from women had an estimated probability of receiving a job offer that was lower by about 0 4 and an estimated probability of receiving an interview that was lower by about 0 35 both estimated differentials are statistically significant additional evidence suggests that customer discrimination partly underlies the hiring discrimination

do employer preferences contribute to sticky floors the authors investigate the importance of employer preferences in explaining sticky floors the pattern in which women are less likely as compared to men to start to climb the job ladder the authors perform a randomized field experiment in the belgian labor market and test whether hiring discrimination based on gender is heterogeneous by whether jobs imply a promotion compared to the applicants current position the findings show that women receive 33 fewer interview invitations when they apply for jobs that imply a first promotion at the functional level by contrast the results show that their hiring chances are not significantly affected by the authority level of the job

field experiments of discrimination in the market place controlled experiments using matched pairs of bogus transactors to test for discrimination in the marketplace have been conducted for over 30 years and have extended across 10 countries significant persistent and pervasive levels of discrimination have been found against non whites and women in labour housing and product markets rates of employment discrimination against non whites in excess of 25 have been measured in australia europe and north america a small number of experiments have also investigated employment discrimination against the disabled in britain and the netherlands and against older applicants in the united states

real options and demographic decisions empirical evidence from east and west germany iyer and velu 2006 have convincingly argued that contemporary analyses of fertility behaviour fail to explain why a woman or a couple will choose to postpone childbirth and in particular to consider the role of uncertainty in this regard they have addressed this lacuna in the literature by using a real options approach to model fertility decisions by relating uncertainty experienced by individuals to the likelihood of childbirth however they did not present empirical evidence since the theory implies the existence of two offsetting effects of uncertainty on fertility decisions a positive insurance effect and a negative option value effect it is not easy to reject the theory on the basis of empirical analysis when one of these effects offsets the other we construct such a test for east and also west germany during that country s reunification which takes advantage of the fact that because of the country s strong welfare system the insurance effect should be dominated by the option value effect thereby suggesting that the net relationship should be negative the results provide rather strong support for the real options link especially for eastern germany

networks in labor markets wage and employment dynamics and inequality we present a model of labor markets that accounts for the social network through which agents hear about jobs we show that both wages and employment are positively associated a strong form of correlation across time and agents we also analyze the decisions of agents regarding staying in the labor market or dropping out if there are costs to staying in the labor market then networks of agents that start with a worse wage status will have higher drop out rates and there will be a persistent differences in wages between groups according to the starting states of their networks

evidence from lagos on discrimination across ethnic and class identities in informal trade abstract this paper investigates the determinants of price discrimination in the rice market in one neighborhood of lagos nigeria there has been little empirical study of how ethnicity and class shape economic outcomes in informal market interactions we conduct an audit experiment one of the first audit experiments in africa seeking to address this gap we experimentally manipulate class with confederates presenting as different classes this may be the first audit study to take this approach this is also one of the first in person audits to have multiple transactions for each buyer and seller thus allowing for the use of buyer and seller fixed effects we find little evidence that all else equal sharing an ethnicity on its own influences market treatment class however does have substantial effects at least for non coethnics high class non coethnics receive higher prices per unit than low class non coethnics our findings suggest that the boundaries of group identity appear to be at least partially defined by class in the informal economy

how common is housing discrimination improving on traditional measures abstract fair housing audits are an important tool for measuring the incidence of racial and ethnic discrimination in housing markets traditional measures of incidence calculate the proportion of cases in which the white auditor is favored gross adverse treatment or the difference between the proportion of white favored and minority favored audits net adverse treatment the gross measure may overstate discrimination because treatment differences sometimes arise from differences in circumstances across auditor visits on the other hand the net measure understates discrimination because audits in which the minority auditor is favored for systematic reasons are incorrectly subtracted this paper presents a model of agent behavior that more fully accounts for the audit design and employs the estimated parameters to calculate bounds on the incidence of discrimination this approach leads to a lower bound for the incidence of discrimination that is often substantially higher than the simple net measure and to an upper bound that is close to and sometimes above the simple gross measure

estimation of dsge models when the data are persistent dynamic stochastic general equilibrium dsge models are often solved and estimated under specific assumptions as to whether the exogenous variables are difference or trend stationary however even mild departures of the data generating process from these assumptions can severely bias the estimates of the model parameters this paper proposes new estimators that do not require researchers to take a stand on whether shocks have permanent or transitory effects these procedures have two key features first the same filter is applied to both the data and the model variables second the filtered variables are stationary when evaluated at the true parameter vector the estimators are approximately normally distributed not only when the shocks are mildly persistent but also when they have near or exact unit roots simulations show that these robust estimators perform well especially when the shocks are highly persistent yet stationary in such cases linear detrending and first differencing are shown to yield biased or imprecise estimates

the migration of young adults from non metropolitan counties this article examines young adult migration from non metropolitan counties to either different non metropolitan counties or to metropolitan areas the results show that expected gains in initial earnings provide young entrants to the labor force with a marked incentive to migrate from their non metropolitan counties of origin initial earnings gains stem in part from higher returns to schooling in both metropolitan areas and other non metropolitan counties the propensity to migrate is also sensitive to the costs of migration which in turn are correlated with paternal education and the local presence of extended family copyright 2001 oxford university press

do single mothers face greater constraints to workforce participation in non metropolitan areas increasing workforce participation among single mothers is the primary goal of recent welfare reform measures this article shows that increased workforce participation in the mid to late 1990s led to improvements in the economic well being of non metropolitan and metropolitan area families headed by single mothers differential benefits and costs of workforce participation of single mothers in non metropolitan and metropolitan areas are then examined single mothers are found to face lower costs to workforce participation and receive lower hourly earnings in non metropolitan areas than in metropolitan areas young children do however raise workforce participation costs more in non metropolitan areas copyright 2003 oxford university press

the ethnic employment and income gap in sweden is skill or labor market discrimination the explanation this study uses a cognitive test score the swedish military enlistment test taken at age 18 to identify whether the ethnic employment and income gap in sweden is caused by a pre market skill gap and or ethnic discrimination the employment gap and income gap are estimated for males born in sweden with different ethnic backgrounds their parents were born in sweden or in southern europe or outside europe controlling for the cognitive test score does not affect the ethnic employment gap and for incomes the ethnic income gap almost disappears

swimming upstream trends in the gender wage differential in the 1980s using michigan panel study of income dynamics data for 1979 and 1988 we analyze how a falling gender wage gap occurred despite changes in wage structure unfavorable to low wage workers the decrease is traced to gender specific factors which more than counterbalanced changes in measured and unmeasured prices working against women supply shifts net of demand were unfavorable for women generally and hurt high skilled more than middle and low skilled women by analyzing wages we find support for the notion of a gender twist in supply and demand having its largest negative effect on high skilled women

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

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

can informal water vendors deliver on the promise of a human right to water results from cochabamba bolivia we examine the role of informal water vendors in the urban poor s efforts to secure safe and affordable water in the squatter settlements of cochabamba bolivia using an economic justice framework we evaluate 1 how informal water markets operate 2 differences in client and vendor perceptions of distributive procedural and interactional in justice and 3 how cooperation among water vendors impedes or assists in achieving justice in water delivery the research includes a comparative institutional analysis of three key data sets long term participant observation in water scarce squatter settlements interviews with 12 water vendors and interviews with 41 clients from 23 squatter settlements we find that informal water vendors organize themselves to safeguard distributive justice e g fair pricing good water quality but clients are distressed by procedural and interactional injustices e g unreliable and inequitable service our research also shows that unionized vendors are more effective than non unionized vendors in creating and enforcing rules that advance distributive procedural and interactional justice we make concrete recommendations for improving justice in informal water markets including a larger role for unions and community consultation we conclude that despite challenges the informal economy may play an important role in advancing the human right to water

peddlers forever culture competition and discrimination contemporary economic theory has all but completed the burial of the idea that market discrimination explains racial wage differentials or differences in general pecuniary accomplishments across ethnic groups under competitive conditions we need only await the eulogy interment began with the failure of the model premised on employers taste for discrimination the preferences of employers for members of one group over another could not sustain wage differentials under competition if the individuals from each group were equally able although the initial argument was made under the assumptions of neoclassical perfect competition it was beaten back by the austrian process view of competition see israel kirzner 1973 a latent reservoir of alert entrepreneurs presumably would seize the profit opportunities generated by the discriminatory wage gap drive discriminating employers from the market and erode the wage differentials valiant efforts emerged subsequently to raise from the dead the idea that competition might eliminate market discrimination these efforts involved the development of market discrimination models under the states of affairs characteristic of neoclassical imperfect competition or so called statistical discrimination neither case precluded the possibility of ingenious entrepreneurship nor the entrepreneurial capacity to smell profits kirzner p 229 as a result in neither case could the existence of wage or earnings differentials be maintained by employer decisions in the first case the inventive entrepreneur could circumvent or bring down the barrier that was the source of the imperfection similarly in the second case the clever entrepreneur could devise new procedures for overcoming existing informational discrepancies that might exist about the abilities of the members of each of the ascriptively distinct groups see darity 1982 the application of the austrian process view of competition to the problem of racial and ethnic wage differences stripped market discrimination of its analytic significance however the empirical persistence of such wage differentials in the u s economy is well established the demise of the theory of market discrimination under competitive conditions has led to increasing use of the human capital explanation for differences in economic achievement across ascriptively distinct groups after many years and scores of statistical studies that revealed that convergence in observable human capital characteristics especially years of formal education did not lead to the anticipated abolition of black white wage gaps see williams 1984 there is now a shift underway that identifies the source of the alleged human capital differences as unobservable cultural differences between ascriptively distinct groups cultural variation is accorded primacy in explaining ethnic and racial differences in economic achievement in light of the death of the market discrimination explanation the culturalogical explanation is given added force by the observation that certain ethnic groups japanese and jewish americans to name but two have managed to succeed despite discrimination see barry chiswick 1983a b the themes of culture and competition thus are the focus of this essay we first provide substantive and historical critiques of the new cultural variant of the human capital theory second we argue that the existence of ongoing market discrimination can be revived by employing an alternative university of north carolina chapel hill nc 27514 and university of texas austin tx 78712 respectively we are grateful to art goldsmith bobbie horn steve steib and david swinton for helpful comments research support was provided by the southern center for public policy studies at clark college in atlanta

school quality and black white relative earnings a direct assessment the wage differential between black and white men fell from 40 percent in 1960 to 25 percent in 1980 it has been argued that this convergence reflects improvements in the relative quality of black schools to test this hypothesis we assembled data on pupil teacher ratios annual teacher pay and term length for black and white schools in the eighteen segregated states from 1915 to 1966 these data are linked to estimated returns to education for southern born men from different cohorts and states in 1960 1970 and 1980 improvements in the relative quality of black schools explain 20 percent of the narrowing of the black white earnings gap between 1960 and 1980

neighborhood effects on crime for female and male youth evidence from a randomized housing voucher experiment the moving to opportunity mto demonstration assigned housing vouchers via random lottery to public housing residents in five cities we use the exogenous variation in residential locations generated by mto to estimate neighborhood effects on youth crime and delinquency the offer to relocate to lower poverty areas reduces arrests among female youth for violent and property crimes relative to a control group for males the offer to relocate reduces arrests for violent crime at least in the short run but increases problem behaviors and property crime arrests the gender difference in treatment effects seems to reflect differences in how male and female youths from disadvantaged backgrounds adapt and respond to similar new neighborhood environments

gender discrimination in job ads evidence from china we study explicit gender discrimination in a population of ads on a chinese internet job board gender targeted job ads are common favor women as often as men and are much less common in jobs requiring higher levels of skill employers relative preferences for female versus male workers on the other hand are more strongly related to the preferred age height and beauty of the worker than to job skill levels almost two thirds of the variation in advertised gender preferences occurs within firms and one third occurs within firmoccupation cells overall these patterns are not well explained by a firm level animus model by a glass ceiling model or by models in which broad occupational categories are consistently gendered across firms instead the patterns suggest a model in which firms have idiosyncratic preferences for particular job gender matches which are overridden in skilled positions by factors such as thinner labor markets or a greater incentive to search broadly for the most qualified candidate jel codes j16 j63 j71 copyright 2013 oxford university press

the wage earnings impact of historically black colleges and universities author affiliation elton mykerezi department of applied economics university of minnesota twin cities 231 classroom office building 1994 buford avenue st paul mn 55108 6040 usa e mail myker001 umn edu corresponding author bradford f mills department of agricultural and applied economics virginia polytechnic and state university 314 hutcheson hall blacksburg va 24060 usa e mail bfmills vt edu acknowledgment the authors thank george norton julie hotchkiss and two anonymous referees for helpful comments and suggestions funding from the national research initiative competitive grants program usda cress grant number 2003 35401 12915 is also gratefully acknowledged 1 introductionhistorically black colleges and universities hbcus were originally founded to provide postsecondary educational opportunities to blacks since the end of de jure segregation in public education under the supreme court brown v the board of education of topeka 1954 ruling the hbcu mandate has become the subject of considerable debate the supreme court ruling in united states v fordice 1992 may be interpreted to indicate that continued state and federal support of hbcus as racially distinct institutions must be justified by educational benefits beyond the provision of a low cost educational alternative moore 2000 differential post college labor market success is an important indicator of the value of unique hbcu benefits and thus is of considerable interest in terms of postsecondary education policy previous studies by ehrenberg and rothstein 1994 and constantine 1995 1998 use data from the national longitudinal study of the high school class of 1972 to examine the impact of hbcu attendance relative to attendance of other colleges on the wages of blacks however the findings of these studies are somewhat conflicting ehrenberg and rothstein 1994 find a 0 12 wage loss for hbcu attendees relative to their counterparts who attended other four year colleges or universities constantine 1995 on the other hand finds that hbcu attendees realize 38 higher wages than black college attendees at other four year institutions constantine 1998 finds that black males who attend hbcus realize 7 higher wages than black attendees at other four year colleges and universities and that wages would be 25 higher for the general college attendee population of black males with hbcu attendance black females who attend an hbcu show 15 higher wages relative to black females who attended other four year colleges but there are no significant wage gains from hbcu attendance for the general population of black females the conflicting findings in these studies potentially arise from changes in the differential return on hbcu education with post college experience in the labor market as the median age in the ehrenberg and rothstein 1994 sample is 25 years compared to 32 years in the constantine 1995 1998 sample this paper augments the existing literature on the wage earnings impact of blacks hbcu attendance in two important ways first the age earnings profiles of hbcu attendees and other college educated blacks are examined using data from a more recent cohort of blacks in the 1979 national longitudinal survey of youth specifically the current study examines the impact of hbcu attendance on the initial post college wage on the most recent survey wage observation and on the average annual growth rate in wages measuring labor market success by the age earnings profiles of individuals over time provides more complete information about patterns of labor market success than does a wage observation at a single point in time second the study explicitly accounts for the impact of location of hbcus of particular note the distance from one s residence at age 14 years to the nearest hbcu and to other colleges and universities is controlled for in the college selection decision as are the local economic conditions for the individual s place of residence at age 14

an empirical study of age discrimination in norway and germany using a questionnaire and a sample of students and personnel managers we establish the existence of age discrimination in the hiring process in germany and norway as expected age discrimination is more prominent in germany where the hiring probability of equally qualified applicants is reduced by about 22 percentage points due to an age differential of 14 years as opposed to only 12 percentage points in norway within both countries the tendency to discriminate does not differ between students and personnel managers and does not depend on the age of the decision maker the phenomenon of unemployment among older workers is characterized less by the risk of becoming unemployed than by the problem of remaining unemployed and failing to find new work frerichs and naegele 1998 p 59

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

new firms and labor market entrants is there a wage penalty for employment in new firms in this paper we explore the role of new firms as an entry point to the labor market because the vast majority of new firms are short lived it is a risky decision to accept employment in a new venture it can be argued that individuals with little or no labor market experience are more willing to accept the high risks associated with employment in new firms hence new firms may work as an entry point to the labor market nevertheless some research concludes that one disadvantage of employment in a new firm is that new firms pay less shane in small bus econ 33 141 149 2009 however this empirical conclusion is primarily based on literature on the wage penalty of small firms in this paper we study whether the wage penalty of employment in a new firm persists if we focus solely on labor market entrants in the empirical analysis we employ an employer employee matched dataset that covers the swedish population during the period from 1998 to 2008 we use the propensity score matching method to study the wage differences between labor market entrants employed in new and incumbent firms we find an average wage penalty of 2 9 for labor market entrants employed in new firms over the studied period

the role of supervisors in the determination of wages and wage gaps this article considers labour market discrimination by supervisors as a potential contributor to racial and gender wage gaps empirical analysis reveals evidence that all workers except hispanic males earn significantly higher hourly wages when working for a supervisor of the same race and sex as themselves furthermore the results suggest that sex has a larger impact on wages than race for workers with white supervisors while race has a larger impact on wages than sex for workers with minority supervisors based on past research we theorize that the degree of labour discrimination workers face may also be dependent upon the location and size of the firm in which they are employed however decomposing the samples by firm location and size suggests that these two factors cannot adequately explain the observed matched supervisor worker wage effects which supports the notion that these wage effects are largely driven by factors other than supervisor discrimination

does a foot in the door matter white nonwhite differences in the wage return to tenure and prior workplace experience author affiliation arthur h goldsmith department of economics washington and lee university lexington va 24450 usa goldsmitha wlu edu corresponding authordarrick hamilton milano the new school of management and urban policy 72 fifth avenue new york ny 10011 usa hamiltod newschool eduwilliam darity jr department of economics university of north carolina at chapel hill chapel hill nc 27514 usa darity unc edu this work is supported by grant 0213838 from the national science foundation acknowledgment we are grateful for suggestions provided by barry hirsch and seminar participants at bond university gold coast australia in addition we are grateful for comments from julie hotchkiss co editor for this journal and two anonymous referees this paper was presented at the 2004 southern economic association meetings 1 overviewthere is an extensive literature documenting the lower wages of black and latino workers relative to white workers in the united states the explanations for these racial and ethnic wage disparities have ranged from differential accumulation of human capital to labor market discrimination 1 farmer and terrell 1996 and more recently lewis and terrell 2001 extend this literature by advancing a hypothesis which we summarize as the theory of ability misperception this hypothesis explains how group membership may differentially influence the gains associated with workplace experience and hence the relative wages of black and latino workers over the course of their working lifecycle their basic idea is twofold first employers believe nonwhite employees acquired fewer skills on prior jobs than white workers thus employers will reward additional experience with prior employers to a greater extent for white workers than for nonwhite workers we refer to this hypothesis as proposition 1 this first proposition falls under the umbrella of statistical discrimination which explains wage inequality as a result of employers offering nonwhite workers lower wages as a result of employer reliance on their perception that the distribution of skills for nonwhite workers is worse than that of white workers second as employers directly observe nonwhite workers on the job they come to realize that their perceptions concerning the distribution of skills for nonwhite workers were incorrect and consequently they have underrated the ability of nonwhite employees this learning leads employers to update their assessment of the relative productivity of nonwhite workers therefore racial ethnic differences in the return to additional tenure or seniority with the current employer will be smaller than the racial ethnic difference in the return to prior experience when proposition 1 holds this prediction constitutes proposition 2 of the theory of ability misperception in addition we introduce a third proposition or a strong form of proposition 2 which suggests that the returns to additional tenure for nonwhite employees will actually exceed that of white employees thus proposition 2 requires that the difference in returns to additional tenure with the current employer between nonwhite and white workers be smaller than the difference in returns to prior experience while proposition 3 requires that nonwhite workers actually receive a higher return for tenure the purpose of this paper is to advance the existing empirical literature aimed at evaluating the validity of the propositions central to the theory of ability misperception using data drawn from the multi city study of urban inequality mcsui if farmer and terrell 1996 and lewis and terrell 2001 are correct that employers underestimate the skills of nonwhite workers before directly observing them at the worksite then many capable nonwhite applicants will be denied work and if employed will suffer undue economic losses

selecting structural innovations in dsge models dynamic stochastic general equilibrium dsge models are typically estimated assuming the existence of certain structural shocks that drive macroeconomic fluctuations we analyze the consequences of estimating shocks that are nonexistent and propose a method to select the economic shocks driving macroeconomic uncertainty forcing these nonexisting shocks in estimation produces a downward bias in the estimated internal persistence of the model we show how these distortions can be reduced by using priors for standard deviations whose support includes zero the method allows us to accurately select shocks and estimate model parameters with high precision we revisit the empirical evidence on an industry standard medium scale dsge model and find that government and price markup shocks are innovations that do not generate statistically significant dynamics