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Segregation of visible minorities has persisted throughout time in Toronto. In examining these concentrations, the literature has been heavily focused on the notion that visible minorities are choosing to live in proximity to their respective ethno‐racial groups and that these are spaces of aspiration rather than marginalization in Canada. This paper raises questions about the assertion of "self‐segregation" by emphasizing affordability constraints on residential choices that are often rooted in discrimination in the labour market. Census data from 2016 and an adopted neighbourhood classification scheme were used to understand the spatial patterning of visible minorities in the Toronto census metropolitan area and highlight differences in the socio‐economic characteristics of visible minority dominant and white dominant census tracts. The findings invite the inference that economic opportunities play a critical role in the residential choices of visible minorities and raise concerns about the quality of life in visible minority neighbourhoods. This research contributes to our understanding of how social inequalities have impacted the socio‐spatial organization of the city of Toronto. Key messages: Visible minority dominant neighbourhoods have lower labour market participation, educational attainment, and income, as well as higher unemployment rates than white dominant neighbourhoods.Although homeownership rates are high in visible minority concentrations, the data indicate that visible minority groups may be making sacrifices in terms of suitability, space, and location due to financial constraints.Housing prices are a likely factor propelling visible minority concentrations in the Toronto census metropolitan area. [ABSTRACT FROM AUTHOR]

This paper refers to the issues of diversity and inclusion because they represent a possible innovation in the field of management and business. Over the last years, there have appeared some organizations that take care of justice and supporting diversity in employment. This phenomenon is applicable to strategic management, human resource management and business, too. The labour market situation is ever-changing and brings new problems but also new challenges and opportunities for companies and their management how to increase their competitiveness. The main aim of this paper is to describe the opinion on diversity and inclusion of young people, specifically university and high school students of economic disciplines because they are potential managers or workers to occupy higher positions and their attitude could influence the future state of using diversity management and fair treatment with employees. Further aim is to work out a brief theoretical framework and to describe the current state of diversity and inclusion in the Czech Republic. In this paper, there are used methods as literature review, questionnaire survey, frequency comparison, Chi-squared test, and Mann-Whitney test. The paper includes work with secondary (statistical and theoretical) data but especially with primary data based on a questionnaire survey conducted by the author that is focused on exploring student's opinion on diversity, diversity management and benefits of using diversity in business, opinion on discrimination in the Czech Republic, or quotas for women in decision-making bodies. [ABSTRACT FROM AUTHOR]

This paper estimates quantile earnings functions with data from the 2004 Tanzanian Household Worker Survey to determine if ethnicity and gender--being female--matters per se and across the distribution of earnings. We find that in the Tanzanian manufacturing sector gender intersects with ethnicity to condition earnings and the return to schooling across the distribution of earnings. This suggests that in Sub-Saharan Africa--at least in Tanzania--labor market policies aimed at eradicating gender earnings inequality may not be effective if not accompanied by policies that also aim to eradicate ethnic inequality. [ABSTRACT FROM AUTHOR]

This paper critically assesses the empirical evidence on the relationship between immigration and African American employment. Studies using various methodologies and data are reviewed: natural experiments, time series, and cross-sectional studies of local labor markets and intertemporal changes in the national labor market. We find that for African Americans as a whole, immigration may have little effect on mean wages and probability of employment. However, there is some evidence that immigration may have had an adverse impact on the labor market outcomes of African Americans belonging to low education-experience groups. However, even this modest conclusion must be qualified: the literature has many unresolved econometric issues that might easily undermine the received wisdom. [ABSTRACT FROM AUTHOR]

According to the 2003 National Household Survey, mean labour income for an indigenous worker is only 56% of that for a non-indigenous worker. Studies of ethnic discrimination in Peru's labour markets generally find that discrimination is too low to explain inequalities of this magnitude. However, Sigma Theory (Figueroa 2003) predicts that social exclusion is a source of inter-ethnic inequality, and that has not been empirically tested. The primary aim of this paper is to fill this gap by estimating the extent to which exclusion and discrimination contribute to income inequality. Hurdle models are used to tackle down econometric endogeneity of years of schooling and truncation-at-zero of incomes. The results imply that exclusion plays a stronger role on inequality than discrimination: without exclusion, the Gini of labour income would decrease from 0.64 to 0.45, and without discrimination it would be reduced to 0.50. [ABSTRACT FROM AUTHOR]

Latin America is a region of sharp ethnic inequalities. Uruguay has usually been considered an exception to this pattern, although no data were available to confirm this assumption until recently. This article uses the Household Survey of 2006 to analyze the wage gap between Afro-descendants and whites through OLS equations, decompositions, and quantile regressions. The analysis finds that discrimination explains approximately 50 percent of the racial wage gap for men and 20 percent for women. Discrimination operates partly through occupational segregation. Differences in schooling are the most important explanatory factor for the rest of the gap. Quantile regressions show that discrimination declines across percentiles for men. [ABSTRACT FROM AUTHOR]

Using firm-level data from the Czech Republic in the years 1998, 2002, and 2004, we examine whether the introduction of legislative measures for gender equality connected with the accession to the European Union had a significant effect on gender wage inequality. The central conclusion of our analysis is that within-job wage inequality plays a significant role in the Czech labour market, and that there were no substantive changes during the period studied. Czech women doing the same job in the same establishment earn about 10 per cent less than their male co-workers. The smallest gender wage gaps are found in establishments and groups of employees’ representative of or with strong ties to the socialist past. We conclude by speculating that motherhood and women's responsibilities in the home, together with the legal system's lack of legitimacy, limit the impact of legislative changes on practices in Czech society and preserve gender wage discrimination. [ABSTRACT FROM PUBLISHER]

In the UK the gender pay gap on entry to the labour market is approximately zero but ten years after labour market entry, there is a gender wage gap of almost 25 log points. This article explores the reason for this gender gap in early-career wage growth, considering three main hypotheses – human capital, job-shopping and ‘psychological’ theories. Human capital factors can explain about 11 log points, job-shopping about 1.5 log points and the psychological theories up to 4.5 log points depending on the specification. But a substantial unexplained gap remains: women who have continuous full-time employment, have had no children and express no desire to have them earn about 8 log points less than equivalent men after 10 years in the labour market. [ABSTRACT FROM AUTHOR]

During the last few decades the study of racial differences in occupational and economic attainment has progressed rapidly, both in terms of theory and research. The ecological study of the racial and ethnic organization of local labor markets has not. The use of odds ratios and occupation-specific categories may provide a fruitful avenue for future research in the study of inequality across space and time. [ABSTRACT FROM AUTHOR]