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This paper analyzes one of the causes of the current gender-unbalanced situation in the labor market: the discrimination that individuals face at work due to their commitment to unpaid care work. It aims at finding mechanisms that may induce a change from the current unbalanced situation to a world in which males and females are found in more equal shares in all professions and at all levels. I construct a formal model that includes the heterogeneity of individuals regarding their family commitments and I investigate how it affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income and for not being able to contribute as much to their family commitments. I compare the results for the female and male sections of the society and I illustrate the observed gender gaps in terms of labor market participation, income levels, and the overall utility obtained. I find that even though the gender wage gap may be alleviated with reductions in the cost associated to unpaid care work, the gender utility gap will persist. [ABSTRACT FROM AUTHOR]

Extensive literature probes labor market discrimination through correspondence studies in which researchers send pairs of resumes to employers, which are closely matched except for social signals such as gender or ethnicity. Upon perceiving these signals, individuals quickly activate associated stereotypes. The Stereotype Content Model (SCM; Fiske 2002) categorizes these stereotypes into two dimensions: warmth and competence. Our research integrates findings from correspondence studies with theories of social psychology, asking: Can discrimination between social groups, measured through employer callback disparities, be predicted by warmth and competence perceptions of social signals? We collect callback rates from 21 published correspondence studies, varying for 592 social signals. On those social signals, we collected warmth and competence perceptions from an independent group of online raters. We found that social perception predicts callback disparities for studies varying race and gender, which are indirectly signaled by names on these resumes. Yet, for studies adjusting other categories like sexuality and disability, the influence of social perception on callbacks is inconsistent. For instance, a more favorable perception of signals like parenthood does not consistently lead to increased callbacks, underscoring the necessity for further research. Our research offers pivotal strategies to address labor market discrimination in practice. Leveraging the warmth and competence framework allows for the predictive identification of bias against specific groups without extensive correspondence studies. By distilling hiring discrimination into these two dimensions, we not only facilitate the development of decision support systems for hiring managers but also equip computer scientists with a foundational framework for debiasing Large Language Models and other methods that are increasingly employed in hiring processes. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

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 directs interest on country-specific labour market discrimination Roma may suffer in South East Europe. The study lies in the tradition of statistical Blinder-Oaxaca decomposition analysis. We use microdata from UNDP's 2004 survey of Roma minorities, and apply a Bayesian approach, proposed by Keith and LeSage for the decomposition analysis of wage differentials. This approach is based on a robust Bayesian heteroscedastic linear regression model in conjunction with Markov Chain Monte Carlo estimation. The results obtained indicate the presence of labour market discrimination in Albania and Kosovo, but point to its absence in Bulgaria, Croatia and Serbia. Resumen Este artículo se preocupa por la discriminación en el mercado laboral que podría estar sufriendo la minoría romaní en el sureste de Europa. El estudio está basado en un análisis estadístico de la tradicional descomposición de Blinder-Oaxaca. Utilizamos microdatos de la encuesta del PNUD acerca de la minoría romaní y aplicamos un enfoque bayesiano, propuesto por Keith y LeSage, para el análisis de la descomposición de diferencias salariales. Este enfoque tiene como base un modelo de regresión lineal heterocedástico bayesiano robusto en conjunto con una estimación Monte Carlo basada en cadenas de Markov. Los resultados obtenidos indican la existencia de una discriminación en el mercado laboral de Albania y Kosovo, que sin embargo parece estar ausente en Bulgaria, Croacia y Serbia. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to assess field experiments of labour and product markets that have attached photos to identify applicants (in the case of labour markets) or sellers/crowd funders (in the case of product markets).Design/methodology/approach The experiments seek to identify the contribution of attractiveness, race/ethnicity, skin colour, sexual orientation or religion to the behaviour of agents in markets. These experiments attach photos to CV to signal attractiveness, or the basis of being tested such as race/ethnicity, skin colour or religion.Findings Many experiments report significant findings for the impact of attractiveness or the identity revealed on positive callbacks to applicants.Research limitations/implications The issue considered here, however, is to what extent it is attractiveness or other perceived characteristics that may have had an impact on the behaviour recorded in the experiments. The results of the studies covered in this paper, to a lesser extent those of Weichselbaumer (2004) and Baert (2017), are compromised by including photos, with the possibility the responses received were influenced not only by the basis being tested such as attractiveness, race/ethnicity or religion but by some other characteristic unintended by the researcher but conveyed by the photo.Practical implications There is evidence in the experimental work of a range of characteristics that photos convey of individuals and their impact on labour and product market outcomes such as success in obtaining a positive response to job applications and success in obtaining funding to finance projects in the product market. Suggestions are made for future experiments: evaluation of photos for a range of characteristics; use of a “no photo” application together with the photo applications; and evaluation of responses for any bias from unobservable characteristics using Neumark (2012).Originality/value This paper discusses for the first time three questions with some tentative answers. First, the researcher faces introducing further unobservable characteristics by using photos. Second, the researcher cannot fully control the experimental approach when using photos. Third, the researcher is able to accurately evaluate the impact of the photos used on the response/probability of call back. Field experiments using photos need to ensure they do this for the range of factors that have been shown to affect judgments and therefore potentially influence call back response. However, the issue remains whether the researcher has, in fact, identified all potential characteristics conveyed by the photos. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to explore whether single and married female job candidates’ un/employment histories differentially affect their chances of obtaining interviews through China’s internet job boards, and to consider whether firms’ discrimination against, and/or preference for, candidates who are un/employed vary with the duration of unemployment spells.Design/methodology/approach Resumes of fictitious applicants are carefully crafted in terms of realistic work histories and educational backgrounds. Candidates’ experiences of unemployment and the revelation of their marital status are controlled. Over 7,000 applications are submitted to real job postings. Callbacks are carefully tracked and recorded. Linear probability models are employed to assess the roles of particular characteristics.Findings The marital status of female candidates affects how recruiters screen their applications. While current spells of unemployment, whether short or long term, significantly reduce married women’s chances of obtaining job interviews in the Chinese context, they strongly increase the likelihood that single women will be invited for interviews. Chinese firms appear to “forgive” long-term gaps in women’s employment histories as long as those gaps are followed by subsequent employment.Originality/value This paper is the first to explore how marital status affects the ways that firms, when hiring, interpret spells of unemployment in candidates’ work histories. It is also the first to explore the effects of both marital status and unemployment spells in hiring in the context of China’s dynamic internet job board labor market. [ABSTRACT FROM AUTHOR]

This article shows how both segregation by sex and segregation by hours shape the occupational space of part-time workers. The level of segregation by sex varies according to the shares of full-time and part-time work in total employment, and the trade-off between increasing the volume of female employment and decreasing segregation by sex is much stronger for full-time work. The author argues that there is less segregation by sex in part-time work than in full-time work, and that it is the gap between the volume of male and female part-time employment that determines the effect of part-time work on segregation in total employment. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to analyze the concept of employability. It reviews and systematizes the two main current perspectives about employability, the individual and the critical. The individual perspective is dominant and currently determines the term; its basic premise is that an individual is responsible for his/her socio-professional career. By contrast, the critical perspective deconstructs the former concept and analyzes its role in maintaining the status quo.Design/methodology/approach Through a review of literature about employability this paper analyses the different conceptions and the consequences of the assumption of each perspective nowadays.Findings This paper provides an analytical framework of all the key elements involved in the notion of employability based upon the bioecological model (Bronfenbrenner and Morris, 2006). This model offers a vision that encompasses the different explanatory elements of the employability concept.Originality/value The ultimate goal of this paper is to rekindle the debate on employability and to do so, it is necessary to explore the origins of the concept, the contexts it affects, who it benefits and, conversely, who it jeopardizes. [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]

Being able to decompose the gender pay gap (GPG) and determine the contribution of each component is important to design appropriate policies to reduce it. With the aim of providing a new tool to achieve this, in this paper, we propose a decomposition approach based on a machine learning model. The tool was implemented on a population of 5 742 Argentinean IT-related workers to obtain the value of the adjusted and unadjusted GPG in a four-phase process: sample characterization, development of a wage predictor, calculation of adjusted GPG, and analysis of the explained component of GPG. According to our analysis, there is a GPG of 20%, 7,7% of which can be explained exclusively by direct discrimination while 12,3% can be ascribed to other factors, such as total years of experience, educational level, and number of people in charge. [ABSTRACT FROM AUTHOR]

The aim of this paper is to study occupational segregation by gender in Spain, which is a country where occupational segregation explains a large part of the gender wage gap. As opposed to previous studies, this paper measures not only overall segregation, but also the segregation of several population subgroups. For this purpose, this paper uses new measures recently proposed by Alonso-Villar and Del Río ( Local versus overall segregation measures, Documento de Traballo 0802, Departamento de Economía Aplicada, Universidade de Vigo, ). Moreover, two decompositions of their local segregation curves are proposed, which allows us to go further in the empirical analysis. [ABSTRACT FROM AUTHOR]

Mothers' short- and longer-term employment patterns may be influenced by their child's entry to school. This paper assesses these relationships, adopting an identification strategy that draws upon school entry cut-off rules, which imply that children whose birthdates are one day apart, but lie on either side of the cut-off date, can begin school one year apart. We find that this variation has a significant initial impact on mothers' employment, but this effect quickly disappears, suggesting little evidence of longer-term employment impacts of mothers' absence from the workforce when they have young children. [ABSTRACT FROM AUTHOR]

This thesis explores the labor market impacts of physical disabilities in Tanzania using the 2010/2011 Tanzania National Panel Survey (TZNPS). Disability in a developing continent such as Africa needs to be studied in its own terms and environment. The impact of disability depends on the environment in which an individual is situated (Silversetein et al. 2005). Using probit regressions for employment, and log-linear regressions for earnings and also controlling for a range of personal characteristics, we find that disability is found to be an important determinant of employment and wage. We also detect differences in the regression slopes due to disabilities. We, thus, consider how model specification and econometric methods affect employment and wage differentials between disabled and non-disabled labor market participants. Oaxaca and Fairlie decomposition models are used to measure these intergroup gaps. This paper establishes a clear intergroup endowment gap, but it also finds an enormous unexplained gap. This unexplained gap alludes to the significant roles of employment and wage discrimination. Ensuring access to Secondary Level Education and promoting geographic mobility are some of the interventions this paper propounds to address the intergroup productivity and endowment differential.1 [ABSTRACT FROM AUTHOR]

This paper reports the results of a study of racial discrimination in the British job market for accountants and financial executives. The research design involved sending letters from fictitious applicants in response to job advertisements in the press. The applicants represented seven different nationalities, although all had identical qualifications and work experience. An analysis of the responses to these applications shows that considerable racial discrimination remains in the British labor market several years alter the adoption of the Race Relations Act of 1968. [ABSTRACT FROM AUTHOR]

Spain has one of Europe's highest levels of occupational segregation by sex. Using data from the Spanish Working Conditions Survey, this article investigates the determinants of workers' probabilities of employment in male-dominated and female-dominated occupations. Combining Oaxaca-Blinder decomposition technique with counterfactual analysis based on a sample of 'hypothetical women', the authors probe the unexplained components of the probability differentials they identify. While gendered labour market dynamics are found to account for the bulk of segregation, the strength of this effect owes more to 'positive discrimination' favouring women in female-dominated occupations than to discrimination against women in male-dominated occupations. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to study the association between firm size and hiring discrimination against women, ethnic minorities and older job candidates.Design/methodology/approach The authors merge field experimental measures on unequal treatment with firm-level data. The resulting data enable the authors to assess whether discrimination varies by indicators of firm size, keeping other firm characteristics constant.Findings In contrast with the theoretical expectations, the authors find no evidence for an association between firm size and hiring discrimination. On the other hand, the authors do find suggestive evidence for hiring discrimination being lower in respect of public or non-profit firms (compared to commercial firms).Social implications To effectively combat hiring discrimination, one needs to understand its driving factors. In other words, to design adequate policy actions, targeted to the right employers in the right way, one has to gain insight into when individuals are discriminated in particular, i.e. into the moderators of labour market discrimination. In this study, the authors focus on firm size as a moderator of hiring discrimination.Originality/value Former contributions investigated this association within the context of ethnic discrimination only and included hardly any controls for other firm-level drivers of discrimination. The authors are the first to study the heterogeneity in discrimination by firm size with respect to multiple discrimination grounds and control for additional firm characteristics. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to provide evidence of the effect of labour market status on the current probability to be invited to a hiring interview. The authors compare the effect of periods of unemployment, part-time job and short-term contracts (STCs).Design/methodology/approach Correspondence tests were conducted for accountants and sales assistants. The authors estimate the discrimination components from the response rate of each candidate by the asymptotic least squares method.Findings The authors find that men with a part-time profile suffer discrimination in both professions. Other differences of treatment are specific: for accountants, the authors find that the probability of success decreases with the time spent in unemployment, while for sales assistants the probability of success is smaller with a history of STCs.Originality/value This study compares the effect of different dimensions of career history (part-time versus full-time, permanent versus short-term, unemployment versus employment) for experienced job candidates. It also proposes an alternative way to exploit the design of a correspondence experiment. [ABSTRACT FROM AUTHOR]

This research endeavors to bridge a vital gap in the study of transgender individuals' participation in the labor market within the Gulf Cooperation Council (GCC) region. It is driven by the question: "What are the underlying factors contributing to the reluctance of GCC employers to hire transgender individuals, and how does this impact the labor market participation of this group?" In pursuit of comprehensive insights, the study aligns with the Cochrane Handbook for systematic research design. The methodology used encompasses an extensive review of academic literature from 2012 to 2023, in-depth interviews with transgender individuals in the UAE and Saudi Arabia, and thematic analysis to identify critical factors. The findings reveal that transgender individuals face significant legal challenges and widespread cultural discrimination in the GCC. These issues lead to workplace biases, unequal pay, and hindered career progression. A key factor in the limited employment opportunities for transgender individuals in the GCC is the reluctance of employers, stemming from cultural stigma and legal shortcomings. This reluctance propagates employment discrimination and a hostile labor market environment for transgender individuals. The study found that employers' hesitancy to hire transgender individuals leads to higher unemployment rates within this group, perpetuating poverty, social exclusion, and hindering economic diversity and innovation in the GCC. The study underscores the urgent need for holistic strategies and policy reforms in the GCC to ensure workplace equality and full labor market integration for transgender individuals, addressing a crucial research gap and emphasizing the need for dedicated efforts in this field. [ABSTRACT FROM AUTHOR]

Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of "safe havens"—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people. [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 presents the advantages of taking into account the distribution of the individual wage gap when analyzing female wage discrimination. Several limitations of previous approaches such as the classic Oaxaca-Blinder and the recent distributive proposals using quantile regressions or counterfactual functions are thoroughly discussed. The methodology presented here relies on Jenkins' (J Econom 61:81-102, ) work and supports the use of poverty and deprivation literature techniques that are directly applicable to the measurement of discrimination. In an empirical illustration, we quantify the relevance of the glass ceiling and sticky floor phenomena in the Spanish labor market. [ABSTRACT FROM AUTHOR]

Purpose- The paper seeks to examine the changes and continuities in industrial relations in post-independence Namibia. In particular, it aims to explore some of the key elements in the process through which the distribution of the costs and rewards of economic and industrial restructuring is institutionalised. Design/methodology/approach - The paper concentrates, through in-depth interviews with key role players, on how the attempts at sustaining a durable and redistributive trade-off between economic efficiency and social equality led to a contradictory fusion of neo-liberal and neo-corporatist forms of labour market regulation. Findings- The research reveals that changes in the regulation of the labour market since independence have created opportunities for advancement and participation by groups of more skilled and organised employees, while weaker and less skilled groups have generally experienced a decline in employment conditions and the absence of collective representation. These developments reflect and reproduce patterns of racial and gender discrimination, industrial structure, trade union membership and collective bargaining across the various sectors and occupations. Practical implications - The paper shows that a system of low-skill, low-wage and low-trust relations - with an emphasis on cost reduction and employment "flexibility" - is fast becoming embedded in industrial relations in Namibia. Given the prevailing economic policies, industrial strategies and labour market structures, Namibia's integration into the global economy will most likely involve the increasing dislocation and exclusion of vulnerable and "peripheral" workers from the formal economy. Originality/value- The paper highlights the ways in which the transformation of industrial relations in Namibia is shaped by the legacy of apartheid-colonialism and the pressures of globalisation. Specifically, the conjunction of increasingly deregulated product markets and increasingly regulated labour markets has driven a wedge between the pursuit of short-term objectives and the attainment of long-term transformational goals. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to report on case study research of employment downsizing and the implications for equal opportunity and diversity management conducted in the UK airline industry during 2002/2003.
Design/methodology/approach - Review of literature on downsizing and equal opportunity and diversity management followed by identification of a number of research questions which are answered with reference to secondary analysis of labour market data and interviews with key informants from senior management and line management.
Findings - A planned approach to downsizing had been adopted that was strongly influenced by the human resources function in terms of equal opportunity and diversity management. An adverse impact on different employee groups had been avoided in order to sustain the diversity of the workforce.
Research limitations/implications - The research focuses on the management of downsizing and equal opportunity and diversity management. It addresses the perceptions of managers involved in developing and implementing policy, but does not examine the perceptions of other employees.
Practical implications - There are some reflections on ways in which equal opportunity and diversity management policy might adapt to organisational change and downsizing.
Originality/value - This paper brings together two scholarly debates on downsizing and equal opportunity and diversity management, and provides case study evidence of how an equal opportunity and diversity management agenda is implemented during organisational restructuring and downsizing. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to introduce a normative approach to the measurement of segregation in the labor force, thus ascertaining whether segregation is due mainly to the existence of very "male-intensive" occupations or to the presence of very "female-intensive" occupations. Design/methodology/approach - This paper is an empirical illustration, based on data for ten European countries during the last decade of the twentieth century. Findings - Confirms the usefulness of this new approach to the study of segregation by gender. Shows in particular that one has to be very careful in drawing conclusions since the results depend in part on whether the population analyzed is that of sell-employed, employees, employees working full time or employees working part time. Research limitations/implications - This new normative approach to the study of segregation by gender gives much more flexibility to the policy makers whose aim is to reduce occupational segregation by gender because it gives enough information to give them the possibility to focus the attention on specific segments of the labor force. However, the results were often quite sensitive to the choice of the value taken by a parameter that characterizes this normative approach. Practical implications - This new approach extends the way segregation by gender in the labor force is apprehended. Originality/value - The normative segregation index derived in this paper has never been used previously. [ABSTRACT FROM AUTHOR]

In this paper, we propose a new decomposition as a useful complement to traditional methods of explaining the gender pay gap and the pay gap between full-time and part- time women. We decompose average earnings into the contribution of the average starting wage for workers entering paid work from non-employment, average wage growth for those in continuous employment, and the fraction of workers entering employment. We use this to inform discussion of the pay gap, first, between men and women and, second, between full-time and part-time women. Comparing men and women using data drawn from the British Household Panel Survey, we find no significant differences in wage growth whilst in continuous employment: the source of the gender pay gap comes from the entrant pay gap and the share of entrants. The study of longer-run changes leads us to expect a modest further narrowing of this gap. Comparisons of full- and part-time women indicate no difference in entry pay shares and little difference in wage growth. The bulk of the full- to part-time gap is explained in terms of the fact that women working part-time are much more likely to be entrants to the labour market. [ABSTRACT FROM AUTHOR]

Labor market participation rates of West German females have risen during the last decades, whereas participation rates of males have declined or remained stable. Nevertheless, differences in aggregate gender specific participation rates remain. The purpose of this paper is to compare life-cycle participation and employment profiles of West German males and females of different skill levels. Going beyond the descriptive cross tabulations of participation and employment rates by year, skill level, and sex, this paper uses a model which simultaneously takes into account the effects of time, age,␣and birth cohort membership. The estimation results allow for the construction and comparison of gender and skill specific life cycle participation and employment profiles. Even though the gap in average participation and employment rates has narrowed over time, the results confirm a␣persistent gender gap in the pattern of labor market participation and employment over the life-cycle. [ABSTRACT FROM AUTHOR]

Previous research documents how stereotypes discourage young women from choosing and attaining technology jobs. We build off this research and ask whether (and how) stereotypes continue to affect men and women once they enter the technology workforce. Using a novel survey of technical employees from seven Silicon Valley firms and new measures of what we call "cultural" and "skill" alignment, we show that men are more likely than women to believe they possess the stereotypical traits and skills of a successful tech employee. We find that cultural alignment is especially important: because women are less likely than men to believe they match the cultural image of successful tech workers, they are less likely to identify with the tech profession, less likely to report positive supervisor treatment, and more likely to consider switching career fields. This paper is the first to use unique and independent measures of cultural and skill alignment comparing employees' perceptions of themselves to their perceptions of an ideal successful worker. By allowing cultural and skill alignment to operate separately, we are able to determine which work outcomes are most strongly related to each form of alignment. Our results imply that if we can broaden the cultural image of a successful tech worker, women may be more likely to feel like they belong in technology environments, ultimately increasing their retention in tech jobs. [ABSTRACT FROM AUTHOR]

Important new evidence on racial employment discrimination in the United States has been provided by Comanor (1973) who demonstrated that racial discrimination in hiring was a pervasive part of the US labor market in the mid-1960s. While Comanor showed significant employment effects of discrimination, he did not directly examine the related issue of racial wage rate differentials. In view of recent interest in the stability of US black-white income differences (e.g. Ashenfelter, 1970; Freeman, 1973a, b; Wohlstetter and Coleman, 1972), the issue of wage rate discrimination is of added interest, for these income differentials may result just from discriminatory hiring practices (blacks are forced to work in low-wage industries), or from a combination of wage rate discrimination and a disadvantageous employment distribution.
We seek in this paper to test statistically for the existence of wage rate differences between comparably employed blacks and whites and men and women. Because we have individual level information for 1960, 1967 and 1970, we are able to examine the question of wage rate discrimination more closely than in other studies. The plan of the paper is as follows. Section I discusses the measurement problems posed by actually testing for wage rate discrimination with Census data; Section II discusses the problems of inferring discrimination with various statistical models; Section III presents and interprets the empirical results for 1960, 1967 and 1970, and discusses the problem of sample size fragmentation; Section IV concludes. [ABSTRACT FROM AUTHOR]

This article examines economist Kenneth Arrow's contention concerning the necessity for nonconvexity of indifference surfaces in the case of labor market discrimination. Arrow has argued in a paper that assumptions which seem very reasonable in the contexts of discriminatory behavior necessarily imply a nonconvexity of the indifference surfaces of the firms in the case of employer discrimination. This has important implications for the theory of discrimination since it suggests that at least partial segregation is a likely outcome of utility maximization, and that where there are significant nonconvexities the adjustment process must be very rapid and marginal adjustments are punished and not rewarded. Thus the problems of dealing with even a simple model of discrimination are considerably more complex than seems to have been realized. The issue of convexity or non-convexity of the indifference surfaces is important because in the case of employer discrimination, for instance, the former would lead to the prediction of integrated labor forces at different wage rates whereas the latter would lead to segregation. However, given the hybrid nature of the utility function in the case of discrimination, non-convexity of both the true and the reduced maps would be necessary to guarantee segregation. The argument conducted above would suggest that the reduced map is in fact likely to be convex.

This paper studies the source of differences in wage growth between young black and white workers. Focusing on 'terminal' high school graduates from the National Longitudinal Survey of Youth, the authors estimate the returns to on-the-job tenure and general labor market experience using ordinary least squares, Altonji and Shakotko, and Topel estimators. Results from all three estimators indicate that returns to general experience for black workers trail those for white workers, but that black workers earn equal if not higher returns to tenure than do white workers. [ABSTRACT FROM AUTHOR]

In this paper, net depreciation rates in human capital are estimated from wage data on a longitudinal sample of men aged 45 to 64. The results indicate that wage rates begin to decline in the early fifties at rates under 1 percent annually and decline at about 2 percent annually after age 60. This decrease was offset by the general increase in wage levels so that on average the real wages of men approaching retirement did not decline during the period studied. The general increase was larger for blacks than for whites, probably because of decreases in labor market discrimination between 1966 and 1974. An appendix presents a GLS estimator for a variance components model in which the number of observations per individual varies. [ABSTRACT FROM AUTHOR]

The article provides a comprehensive economic and legal analysis of the position of national minorities in the labour market. To do this, a comparative analysis of the socio-economic and legal status of national minorities is carried out and an analysis of the situation of national minorities in the labour market is conducted while taking into account real and declarative indicators of the level of employment, which were determined by the author's survey and field experiment. It has been proven that discrimination in the labour market is characteristic of certain, but not all, groups of national minorities, in particular, the Roma. It is believed that the efficiency of the labour market of national minorities also affects tax revenues and the distribution of social costs. Ensuring equal opportunities for these groups contributes to the creation of stable social conditions, reducing the costs of social assistance and increasing the efficiency of social capital. The study of the labour market of national minorities also takes into account the importance of socio-economic stability. The main causes of discrimination of representatives of ethno-national groups in the labour market are singled out, and economic and legal measures to stimulate inclusion in the labour market are defined. Through the author's survey and the field method of fictitious questionnaires, the discrimination of certain groups of national minorities in Ukraine, among them Moldovans and especially the Roma, was proven, and it was proved that the unemployment rate in the region provokes an almost proportional decrease in the number of responses from employers from representatives of national minorities. The field of employment was not a significant factor in indicating certain features of discrimination based on the field of the labour market. [ABSTRACT FROM AUTHOR]

Equality is the basic principle that all rights and freedoms are based on at present. It prevents every discrimination of any kind, which is sought by national and international trade laws alike, and this is to create opportunities to enable women to establish their legal presence in the labor market by Providing a work environment that preserves women's rights and is supportive and stimulating for them while being keen to demonstrate the difficulties faced by this on the one hand, and facilitating the exercise of their business and commercial activities on the other hand. This is what the Algerian constitution expressly calls for by devoting the principle of freedom of trade and competition, in addition to opening the way for the time being to commercial investments, which do not differentiate between a man and a woman. [ABSTRACT FROM AUTHOR]

This paper aims to analyse characteristics of the labour market participation in Romania in order to highlight the existing inequalities in employment opportunities. Official statistics are analysed for providing an in-depth overview of the recent evolutions of the Romanian labour market. Special attention will be given to gender, rural-urban and age inequalities. The results show significant gaps in labour market participation for specific groups such as people living in rural areas, women and youth and high level of regional heterogeneity regarding the existing employment opportunities. The findings of the article are useful for policy makers and institutions with responsibilities in labour market and education fields. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Numerous changes in economic, political, social, cultural and other fields marked the end of the 20th and the eginning of the 21st century. These changes have also given rise to: modified employment structure, new rganizational forms of economic activities, new risks, expansion of flexible working engagement patterns, increase n the underground economy, new types of discrimination and abuse related to work, which inevitably influenced the oles of all participants acting in the labour sphere: employers, employees, their associations, labour inspection nd others. Each of these participants, in order to continue their performance, needs to adjust their role to the newly merged circumstances, making necessary changes and finding more effective instruments for influencing other articipants in order to fulfill their role, or leave the role. abour inspection, as well as other administrative mechanisms, is often not flexible or sensitive enough to notice evelopments that decrease its efficiency in a timely manner, but is prone to inertia since it follows the traditional rinciples of its establishment. However, the changes which have affected the field of labour also have a strong nfluence over the system of labour inspection, although it might not always be aware of such influence. This is why, n this paper, we will point to some of the most significant social, economic and organizational changes that epresent a challenge to labour inspection today, since it has to understand its role and adjust its activities to newly merged circumstances. We would also suggest some possibilities of developing this system so that it could adapt to he modern concept of occupational safety and health. [ABSTRACT FROM AUTHOR]

The 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. [ABSTRACT FROM AUTHOR]

This paper presents a model of self-fulfilling expectations by firms and households which generates multiplicity of equilibria in pay and housework time allocation for ex-ante identical spouses. Multiplicity arises from statistical discrimination exerted by firms in the provision of paid-for training to workers, rather than from incentive problems in the labor market. Employers' beliefs about differences in spouses' reactions to housework shocks lead to symmetric (ungendered) and asymmetric (gendered) equilibria. We find that: (1) the ungendered equilibrium tends to prevail as aggregate productivity in the economy increases (regardless of the generosity of family aid policies), (2) the ungendered equilibrium could yield higher welfare under some scenarios, and (3) gender-neutral job subsidies are more effective that gender-targeted ones in removing the gendered equilibrium. ( JEL J16, J70, J71) [ABSTRACT FROM AUTHOR]

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Tendencias: Revista de la Facultad de Ciencias Económicas y Administrativas is the property of Universidad de Narino, Facultad de Ciencias Economics y Administrativas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper simultaneously incorporates two sources of selection bias in the black-white wage equations. It demonstrates that the biases due to an individual’s propensity to be in the labor force and the firm’s hiring practices are important in determining the black–white wage differential and failure to account for both biases will result in inaccurate estimation of the black–white wage differential. We found that adjusting for double selection bias in the wage equation, the black–white female wage gap is 26% larger than the black–white male wage gap, and 12.1% larger when we adjust for a single selection bias. The results seem to suggest that at the macro level, the enforcement of policies related to racial issues in the labor market will likely lead to a reduction in the black–white wage gap. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

This paper uses a unique data set constructed from two sets of administrative records to examine the relationship between incarceration and employment rates for former female state prisoners from Illinois. Our analysis indicates that although prison is associated with declining employment rates during the quarters leading up to women’s incarcerations, it does not appear to harm their employment prospects later on. In the short-term, we estimate that women’s post-prison employment rates are about 4 percentage points above expected levels. However, these employment gains do not persist and gradually fall back to pre-prison levels. These results indicate that time out of the work force is not a cost associated with incarcerating women. [ABSTRACT FROM AUTHOR]

This article provides information on the book "Latinas and African American Women at Work: Race, Gender, and Economic Inequality," edited by Irene Browne. Thirteen papers analyze the labor market fortunes of Latinas and African American women over the past quarter century. Papers discuss the economic progress of African American women, the erosion of the relative earnings of African American women during the 1980's, the economic progress of Mexican and Puerto Rican women, gender, race, ethnicity, and wages, occupational segregation by race and ethnicity among women workers, generational paths into and out of work among Puerto Rican women in New York, Mexican-origin women in southwestern labor markets, racial differences in the work route to getting off welfare, stereotypes and realities about black women in the labor market. It also deals with perceptions of workplace discrimination among black and white, professional-managerial women ensuring the engagement of black women in the new labor market driven by science and technology, race, ethnicity, and gender in labor market research and Latinas and African American women in the labor market.

We develop an equilibrium search-matching model with risk-neutral agents and two-sided exante heterogeneity. Unemployment insurance has the standard effect of reducing employment, but also helps workers to get a suitable job. We show, through calibrations, how the mere difference on unemployment insurance, when countries experience a common skilled-biased technological shock, may result in differences in unemployment, productivity growth and wage inequality. These results are consistent with the contrasting performance of the labour market in Europe and the United States in the last twenty-five years. The model is used to address some political economy issues. [ABSTRACT FROM AUTHOR]

This paper compares the gender gap in the pay of British, full-time workers from two cohorts, born in 1946 and 1958 and observed in their early thirties in 1978 and 1991 respectively. These dates are separated by 13 years of Equal Pay Legislation coupled with active labor market deregulation. Although women's human capital endowments had improved on average more than men's, there may have been little improvement in the differential treatment of the average woman in full-time employment. When the whole distribution of female earnings was considered, a general improvement in the treatment of women became apparent. [ABSTRACT FROM AUTHOR]