The microstructure of exchange rate management: FX intervention and capital controls in Brazil

This article uses a microstructure approach to analyse the effectiveness of capital controls introduced in Brazil to counter an appreciation of the Real. Based on a rich data set from the Brazilian foreign exchange market, we estimate a reduced-form VAR to characterize the interaction of the central bank, financial and commercial customers in times of regulatory policy measures. We find that capital controls change market participants’ behaviour, and that central bank interventions elicit a significant response in financial order flow. Referring to the source of order flow, we find no direct price impact by financial flows and thus no evidence that the appreciation of the Real is driven by financial customers’ activity. Instead, commercial customers seem to be a primary driver of the Real within our model.     

Employment discrimination in a former Soviet Union Republic: Evidence from a field experiment

We provide the first experimental evidence about ethnic and gender discrimination in the labor market of a former Soviet Union country, Georgia. We randomly assign Georgian and non-Georgian, male and female, names to similar resumes and apply for jobs as advertised on help-wanted websites in Georgia. We find that gender has no effect on the probability of callback, but a job applicant who is ethnically Georgian is more than twice as likely to be called for a job interview than an equally skilled ethnic non-Georgian (Azerbaijani or Armenian). The 113% ethnic gap in callbacks (167% among males and 79% among females), which is substantially larger than the gap typically documented in the existing literature for both developed and developing countries, is statistically significant and cannot be abridged by having more experience or education. There is no evidence of gender discrimination in callbacks, both within the Georgian group and the non-Georgian group.     

Modelling the spot prices of various coffee types

We investigate long-run relationships among the spot prices of four coffee types. Two cointegrating vectors emerge: one between the prices of Arabica coffee varieties, and the other one between Unwashed Arabicas and Robusta. A persistence profile analysis shows a more rapid adjustment to equilibrium for the first compared to the second vector due to the fact that the former involves the Arabica coffees, which are more homogeneous. Adjustment is relatively fast, implying that economic forces act rapidly and discrepancies in the equilibrium relationships are short-lived. We also find evidence of non-linear adjustment back to equilibrium; when prices are too high, adjustment takes place at a slower rate than when they are too low.     

Obesity and perceived work discrimination in Spain

Obesity is increasingly becoming a source of discrimination in many domains of living, including at the workplace. In this study, we estimate obesity-related discrimination in work settings in Spain and explore its potential sources. We use data from the European Health Interview Survey conducted in 2009–2010. Our models control for a comprehensive set of demographic, socioeconomic, health, and work-related sickness characteristics. We run separate models for women and men, and stratify by type of occupation and by area obesity prevalence. Our results indicate that weight-related discrimination in work settings in Spain is concentrated among women with morbid obesity, particularly among those working in customer-facing jobs and living in areas with low-obesity prevalence. These findings emphasize the persistence of the gendered nature of obesity-related discrimination, and provide evidence of a form of induced statistical discrimination. Employers’ expectations of lower returns from obese workers in customer facing jobs might be driven by customers’ preferences caused by social stigma. Furthermore, the role of area-obesity prevalence highlights the impact of cultural social norms even within the same country.     

Is Crowdfunding Different? Evidence on the Relation between Gender and Funding Success from a German Peer‐to‐Peer Lending Platform

According to the literature on traditional banking, lenders often discriminate against female borrowers. However, studies of Peer‐to‐Peer lending in the United States find that female borrowers have better chances of obtaining funds than do males. We provide evidence on the success of female borrowers at a large German peer‐to‐peer lending platform. Our results show that there is no effect of gender on the individual borrower's chance to receive funds on this platform, ceteris paribus. Several robustness checks confirm this finding. Hence, female discrimination seems to be eased by the ‘wisdom of the lending crowd’.     

Viewpoint: Male‐female wage differentials: how can that be?

Abstract.  The paper outlines the main empirical procedures that are used to document the male‐female wage differential and the extent to which it reflects discrimination. It then discusses the evidence on male‐female wage differentials – their existence, the extent to which they reflect discrimination, their changes over time and the factors that influence the gap. Particular attention is paid to more recent studies that control for a wider range of conventionally unobserved factors. Theoretical perspectives are then outlined, focusing on the issue of how discriminatory wage differentials can survive given the forces of competition. The impacts of policy initiatives are also discussed.     

Preference for boys and length of birth intervals in Pakistan

A potential manifestation of son preference prevalent in Asia is gender-specific birth-spacing. The time couples wait before moving on to subsequent pregnancy remains short as long as desired number of sons are not born, leading to higher demand on the mother's body and greater health risks for mother and child. In this study, we examine this phenomenon using three representative surveys of Pakistani households and duration model estimators. We find strong evidence for differential behavior at early parities. Women whose first or second children are sons have significantly longer subsequent birth intervals compared with women with no sons. Birth-spacing differs substantially by parity and number of children. The association seems to have undergone little significant change over the past two decades. Besides, the likelihood of risky births (i.e. those occuring less than 24 or 18 months from the previous birth) is higher among women without one or more sons.     

Pay discrimination and imperfect competition in the labor market

Recent work has shown the prevalence of monopsony power in labor markets characterized by low pay. Monopsony has long been offered as a potential explanation of labor market discrimination. Yet, in the case of gender discrimination, most studies suggest that female labor supply is more elastic than that of males which, in a standard monopsony model, would imply higher pay for females. In the current paper we develop a theoretical framework capable of reconciling these empirical phenomena. We also attempt to explain: (i) the puzzle regarding the apparent trade-off between profits and discrimination in the standard neoclassical treatment of discrimination associated with the work of Becker (1957) and Arrow (1973) and (ii) the apparently paradoxical increase in female relative employment at a time of a significant rise in the relative price of female labor.     

The value of non-personally identifiable information to consumers of online services: evidence from a discrete choice experiment

We estimate the value of non-personally identifying information to consumers of online services through a discrete choice experiment based on hypothetical streaming video services. Non-personally identifying information for online services is typically information on the ways in and times at which customers use the service, and is distinct from personally identifying information such as email addresses or telephone numbers. For most of our survey respondents, we find no evidence that they were willing to pay to avoid sharing their non-personally identifying information with third parties. A smaller group of respondents never selected a service that shared information with third parties.     

服务企业经营中排队管理问题初探

在日益激烈的企业竞争中,人们对服务的要求越来越高,也越来越重视服务的质量。而在不同的场合下,排队等待是不可避免的事情。但如何使顾客在排队等待时获得公平、舒适的对待是一门艺术,顾客的等待可以使服务企业有限的服务能力得到更充分的利用。通过排队管理可以提高顾客的满意度,为企业赢得更多的忠诚顾客。     

Race,Gender, and Familial Status: Discrimination in One US Mortgage Lending Market

This paper, using data from the 1992 Boston Federal Reserve study of mortgage lending, reports preliminary evidence of patterns of gender and familial status discrimination that differ markedly by race in the US. White couples with children experienced familial status discrimination if the female partner was in the labor market, but not if she was at home raising her children. However, African-American or Hispanic couples with children suffered familial status discrimination if she stayed home to raise her children, but much less so, if at all, if she was in the labor market. This pattern of racial differentiation may reflect social norms dating back to slavery that have favored labor force participation for African-American and Hispanic mothers but not white mothers. On the other hand, it was true across racial groups that single women, more than single men, were disadvantaged in the mortgage market by children.     

Is ethnic discrimination due to distaste or statistics?

Employing a vignette experiment, we test the empirical importance of key attitudes underlying the models of taste-based and statistical discrimination in explaining ethnic hiring discrimination. We find that employer concern that co-workers and customers prefer collaborating with natives drives discrimination.     

Gender Earnings Differential in Urban China

This study uses survey data collected from five large cities in China to describe and decompose the earnings difference between female and male workers. The results indicate that the main source of lower earnings for females lies in unequal pay within sectors, and that the earnings gap due to differences in sectoral attainment is relatively small. The results also reveal that most of the gender earnings differential is attributable to sex discrimination rather than to the gender difference in the endowment of human capital. Therefore, eliminating discrimination against females within individual sectors is effective in narrowing the gender earnings gap.     

Gender discrimination,inflation, and the business cycle

Empirical evidence suggests that women are discriminated against in the labor market. We analyze the effects of taste-based and statistical gender discrimination on business cycle and inflation dynamics by including unpaid household production, two-agent households, and discriminatory firm behavior in a tractable New Keynesian model. After a negative demand shock, we find that the economic downturn is more severe in comparison to a non-discriminatory environment, as the shock implies an increase in the inefficient utilization of female and male productivity. Furthermore, the working time allocation between women and men becomes more inefficient. Moreover, we show that discrimination implies a lower transmission of expansionary monetary policy shocks on inflation. Overall, taste-based discrimination leads to larger macroeconomic distortions, while statistical discrimination implies higher intra-household inefficiencies.     

Workforce gender effects on firm performance and workers’ pay: evidence for the UK

Using linked workplace–worker data for the UK, a number of hypotheses are tested related to individual gender and the gender composition of the workforce. The proportion of female workers per establishment is strongly negatively associated with median workplace pay. There is some evidence that workplace performance (but not employment size or growth) is positively associated with the female–male workforce ratio. For workers, the female wage penalty (which is substantial) is strongly influenced by the female–male workforce ratio. In addition, commensurate with gender discrimination, those who manage female workers receive lower wages but professional workers in the same establishments do not.     

中国城市劳动力市场上的性别工资差异

本文描述了中国城市劳动力市场上男女在行业获得和工资上的差异,并且用计量方法对工资差异进行了分解。分解结果表明,男女工资差异主要由同类行业内工资差异引起,而由于两者行业分布不同而带来的工资差异不大;歧视是造成性别之间的工资差异的主要原因,人力资本所起的作用很小。由此,缩小行业内的工资差异,消除对女性的歧视,是缩小工资性别差异的重要途径。     

An Analysis of the State of Competition in Long-Distance Telephone Markets

In this paper, we examine seven indicia of the effect of regulated competition in long-distance telecommunications. The evidence we have examined suggests that regulation or the threat of antitrust intervention are the major factors which constrain AT & T's prices to small customers. We conclude that small customers have yet to enjoy the full benefits of competition in long distance.     

Male–female wage discrimination in Chinese industryInvestigation using firm‐level data1

We use firm‐level data to analyze male–female wage discrimination in China's industry. We find that there is a significant negative association between wages and the share of female workers in a firm's labour force. However, we also find that the marginal productivity of female workers is significantly lower than that of male workers. Comparing wage gaps and productivity gaps between men and women, we notice an intriguing contrast between state‐owned enterprises (SOEs) and private firms. The wage gap is smaller than the productivity gap in SOEs, while the converse is true for private firms. These results suggest that women in the state sector receive wage premiums, whereas women in the private sector face wage discrimination.     

Gender and wages: a cohort study of primary school teachers

This study uses cohort data to analyse the observed (or gross) salary differential between male and female primary school teachers. The teachers in this sample, who are all employed in state-sector schools in the same geographic locality, are observed 20 years after first entering the teaching profession. The main finding is that two-fifths of the differential cannot be explained by gender differences in the levels of experience, qualification and mobility within our sample and so is attributed to labour market discrimination and other unobservable gender influences.