Revisiting Occupational Crowding in the United States: A Preliminary Study

In her study of occupational segregation in the United States using the 1960 Census, Barbara R. Bergmann found black males with low levels of education more concentrated in low-skill service and laborer occupations than white males and virtually excluded from higher status occupations. Utilizing a crowding index which, similar to Bergmann's, controls for the education level of the worker, this paper presents an analysis of the employment patterns of black males and females in fifty-nine occupations in Wayne County (Detroit, Michigan) and Allegheny County (Pittsburgh, Pennsylvania) in 1990. Within blue-collar and service employment, males are under-represented in the craft occupations and concentrated in low-skill operative, laborer, and service occupations. Females are under-represented in both craft and operative occupations and concentrated in low-skill service occupations. Within white-collar employment, both males and females are largely excluded from high-skill private sector managerial occupations. Black representation in public sector managerial and private sector professional occupations is better in Detroit than Pittsburgh. The decline in manufacturing employment in both counties has left black males with fewer occupational options and black females over-represented in low status clerical and service occupations.     

Women,Ecology and Economics,edited by Ellie Perkins

This paper finds that black women earn 7 percent less than similarly skilled white women because of their race. Even within the same occupational category, black women earn 3 percent less than similarly qualified white women. Black women receive lower pay primarily due to occupational segregation and because they are rewarded with lower earnings than white women for equivalent levels of education and other human capital characteristics.     

Differences in Work Hours and Hours Preferences by Race in the U.S.

Significant differences exist in actual and preferred work hours by race. Specifically, black males work 20 percent fewer annual hours than white males. The differences between black and white women are small. Black workers are significantly more likely than white workers to prefer additional work and fewer are satisfied with their current hours of work. I use the hours-inequality hypothesis of Bell and Freeman (1995,1997) to evaluate the extent to which race differences in work hours and hours preferences are related to race differences in incentives. I demonstrate that whereas white workers work longer hours in response to overall wage variation in their relevant labor market cell, black workers react to the wage variation among black workers but not to the variation overall. The fact that labor market incentives are different for otherwise similar black and white workers is difficult to reconcile with standard competitive theory.     

Occupations and the evolution of gender differences in intergenerational socioeconomic mobility

This paper analyzes intergenerational mobility experiences of daughters and sons with respect to their fathers’ occupational status and documents changes in gender differences over time. While women have been in occupations with lower overall earnings potential, men are more likely to be in occupations characterized by long hours and low returns. The mobility gap in earnings has been closing and a mobility advantage with respect to education has been emerging.     

OCCUPATIONAL EARNINGS BEHAVIOR AND THE INEQUALITY OF EARNINGS BY SEX AND RACE IN THE UNITED STATES*

This paper examines differences in earnings by occupations, and within occupations by sex and by race, on the basis of the 1/100 Public Use Samples of the 1960 and 1970 U.S. Population Censuses. It employs interval analysis to establish 32 categories of occupations with similar characteristics. Little relation was found between mean earnings of occupational groups and the degree of earnings inequality within them. When the figures are examined by sex, it was found that men, on average, earned over twice as much as women in both years, but women's earnings were more unequally distributed (as measured by the Gini coefficient). Women are concentrated in the traditional “female” occupations, which tend to be those at the bottom of the earnings scale, and men have a monopoly of the higher paid occupations. But mean earnings for men exceeded those for women in all occupational groups except one, even in the primarily female occupations. Standardizing first for occupational distribution and then for earnings by occupation, it was found that earnings differences between males and females within occupation had a greater impact on the overall male-female earnings ratio than did differences in occupational distribution by sex. In contrast, when the figures are examined by race, the change in occupational distribution (primarily the movement of blacks out of farming and of blacks and Spanish speakers out of personal services) was the major factor. There was also a considerable degree of earnings inequality within demographic groups. The degree of inequality was in the main reduced when the demographic groups were subdivided into occupations, but it was still substantial. Additional factors like time worked, schooling, and experience must be taken into consideration in understanding this phenomenon.     

An analysis of occupational upgrading differentials between black and white males

The racial occupational mobility gap is examined by applying a decomposition methodology to logistic functions. Results indicate that approximately one-third of the mobility gap between black and white male workers is due to differences in average characteristics (the endowment effect). The residual difference accounts for the remaining two-thirds. Formal education is found to be a major component of both the endowment effect and the resdiual difference. The ‘returns’ to tenure with a firm, overall labour market experience and marriage reduce the mobility gap in favour of black workers.     

Occupational and Job Mobility in the US*

We propose a new methodology to measure worker mobility across occupations and jobs in the US, building on the limited longitudinal dimension of monthly CPS data. For the period 1979–2006, we find that about 3.5% of male workers employed in two consecutive months report different three‐digit occupations. This rate is procyclical, mildly rising in the 1980s and falling after 1995. We also revise upward current estimates of aggregate job‐to‐job mobility since 1994, from 2.7% to 3.2% of employment per month. Despite extreme similarity of average levels and time‐series behavior, occupational and job mobility are only weakly correlated.     

The Wealth Dynamics of Entrepreneurship for Black and White Families in the U.S.

Among black and white families, entrepreneurs hold disproportionately more wealth than workers. Black entrepreneurs hold a lower fraction of black family wealth than white entrepreneurs hold of white family wealth, because black families have a lower rate of entrepreneurship. Black and white entrepreneurs have more upward and less downward mobility in the wealth distribution than black and white workers, respectively. The black entrepreneurs and white entrepreneurs have similar upward mobility and black entrepreneurs less downward mobility in the wealth distribution. The entrepreneurs save at higher rates than workers, and the saving rates of black entrepreneurs and white entrepreneurs are not found to differ.     

Occupational Change and Mobility Among Employed and Unemployed Job Seekers

We use data from the Labour Force Survey to show that employed and unemployed job seekers in Great Britain originate from different occupations and find jobs in different occupations. We find substantial differences in occupational mobility between job seekers: employed job seekers are most likely to move to occupations paying higher average wages relative to their previous occupation, while unemployed job seekers are most likely to move to lower paying occupations. Employed and unemployed job seekers exhibit different patterns of occupational mobility and, therefore, do not accept the same types of jobs.     

Gender differences in occupational mobility – evidence from Portugal

In this paper we evaluate if gender influences the pattern of upward and downward occupational mobility. With data for Portugal in the period 1998–2009, we find that women have a lower probability of upward mobility and a higher probability of downward mobility. The results also reveal the importance of some other determinant factors, especially education and initial occupation. Additionally, considering an analysis in which we group occupations into four ranked categories (low, medium-low, medium-high, and high level occupations), we confirm that the determinants of occupational mobility depend on the ranking of the initial occupation. This analysis allows us to conclude that the unfavorable pattern of occupational mobility in the case of women is due, essentially, to the disadvantage they have at the bottom of the distribution. On the contrary, in the top occupations, the results suggest the existence of equality between genders.     

Occupational skill attainment in Canada: the role of gender,nativity status and ethnic origin

This paper examines how ethnic origin and gender interact to shape the occupational skills attainment of native and foreign born workers in Canada. Of special interest is how the occupational profile of the foreign-born evolves over time relative to that of the native-born, by gender and ethnic origin. We estimate multinomial logit models from 1991 and 2006 census data, and then simulate occupational profiles of the native and foreign-born of different ethnic origin, controlling for human capital characteristics. We find that native and foreign-born women display the ‘glass-ceiling’ and ‘sticky-floor’ syndrome in that they are significantly underrepresented in management positions and overrepresented in clerical positions relative to men, more significantly if their education was not acquired in Canada. There is variation by ethnic origin, and all groups display significant occupational mobility over time. But even after 15?years, foreign-born occupational distributions differ substantially from those of the native-born.     

Socioeconomic Effects on the Stature of Nineteenth-Century US Women

Using a new source of nineteenth-century state prison records and robust statistics, this study contrasts the effects of social conditions on the stature of comparable African American and white women during the economic development of the United States. Across the stature distribution, Great Lakes, Plains, and Southern women were taller than women with other US and international nativities. Women from the Northeast and Middle Atlantic were the shortest within the US, but were taller than British and European immigrants. White women were consistently taller than black women. Stature also varied over time with industrialization and emancipation. Across the stature distribution, women in outdoor, unskilled occupations were taller than women in indoor, skilled occupations. These results show that US women's average statures reflect net nutritional conditions that are not available in traditional measures of economic well-being.     

Flexible Hours,Workplace Authority,and Compensating Wage Differentials in the US

The theory of compensating differentials suggests that workers with flexible schedules will earn less than other workers. Some authors have also contended that the concentration of women in jobs with flexible hours explains a significant part of the gender pay gap. This paper uses data from the US subset of the Comparative Project in Class Analysis to test these hypotheses. These data first indicate that, contrary to popular wisdom, women workers do not have more flexible schedules than men. Second, the really striking differential is by race: black workers have much more rigid schedules than white workers. Third, workers with more authority at the workplace typically have more flexibility than subordinate workers. Finally, the data show that any compensating differentials for flexible hours are small and are offset by returns to workplace authority.     

Race,Gender and Regional Labor Market Inequalities in Brazil

This study investigates the relationship between unequal regional development and racial and gender wage inequality in Brazil. Using sample data from the 1991 Brazilian census, I estimated monthly wages for a white, brown and black women and men working in the states of S"o Paulo and Bahia. The findings suggest that while women and Afro-Brazilians in Brazil's most developed region of S"o Paulo had the advantages of higher levels of state sponsored work benefits and more equitable occupational and wage distribution, they nevertheless experienced the greatest discrimination. In contrast, the less developed state of Bahia where racial and gender gaps in education, occupation and wages were the most severe, wage discrimination was lowest.     

"Holding hands at midnight": The paradox of caring labor

Abstract

The gender wage gap in the United States narrowed considerably throughout the 1980s and then more slowly in the 1990s. Using a decomposition methodology and US Current Population Survey data, this study investigates the impact of deindustrialization's continuing shift in employment away from manufacturing to services on the US gender wage gap between 1990 and 2001. The study finds that the widening of the gender wage gap in the service sector caused a slowdown in the narrowing of the US gender wage gap. Within the service sector, two occupational elements affected the growing gender wage gap: women's entry into traditionally male occupations characterized by high wages and high gender wage differentials that resulted in the relative increase in men's wages compared to women's wages in these occupations.     

Occupational mobility in Australia: A quantitative approach

The major aim of this paper is to formulate and estimate a model to explain occupational mobility in Australia. The main hypotheses advanced in the development of the theoretical model are that occupational mobility varies with excess demand (or supply) in the aggregate labour market, that segmentation occurs within individual markets for specific occupations, and that net mobility between occupations is responsive to changes in relative occupational wage rates after adjustment for differential risks of unemployment. The empirical results support the hypothesis that net mobility is a function of changes in relative occupational certainty equivalent wage rates. Further, the statistical properties of the estimates suggest that the structural approach can be highly successful in comparison to previous reduced-form studies in this area.     

Continuing Progress? Trends in Occupational Segregation in the United States over the 1970s and 1980s

This study uses comparable data on 470 detailed occupations from the 1970, 1980, and 1990 Censuses to analyze trends in occupational segregation in the United States in the 1980s and compare them in detail to the 1970s experience of declining segregation. We find that the trend towards reduced segregation did indeed continue into the 1980s at only a slightly slower pace. In both decades, changes in sex composition within occupations accounted for the major share of the decline in segregation (compared to changes in the mix of occupations in the economy). We also find that the pattern of changes in the sex composition of occupations and in the employment distribution of workers that produced the observed reductions in segregation were remarkably similar in each of these two periods. This similarity potentially poses some problems for the future. As women continue to enter the same areas, resegregation, which we found to have relatively moderate effects in the 1970s and 1980s, becomes an increasing possibility. Continued progress towards reducing occupational segregation requires that women succeed in entering a broader range of traditionally male occupations and/or a greater flow of men into traditionally female occupations.     

Women's gender-type occupational mobility in Puerto Rico, 1950 — 80

Abstract

This paper investigates the patterns and determinants of women's mobility into and out of male-dominated occupations in Puerto Rico during a period of rapid development between the 1950s and the early 1980s. The paper uses data from the Puerto Rico Fertility and Family Planning Assessment of 1982, which includes detailed retrospective calendar histories of women's employment and other life-course changes. An event history approach allows an examination of the effects of human capital, family status, socialization, and opportunity structure in the labor market on women's entry into male-dominated occupations and their subsequent shifts to other occupations. The findings indicate that women's entry into male-dominated occupations increased for first jobs during this period of economic development, and there was modest cross gender-type mobility among women who experienced job changes. Finally, the variables more directly tapping labor-supply factors show stronger effects on women's labor-force behavior than those more directly tapping labor-demand factors.     

How does entry regulation influence entry into self‐employment and occupational mobility?1

We analyse how an entry regulation that imposes a mandatory educational standard affects entry into self‐employment and occupational mobility. We exploit German reunification as a natural experiment and identify regulatory effects by comparing differences between regulated and unregulated occupations in East Germany with the corresponding differences in West Germany after reunification. Consistent with our expectations, we find that entry regulation reduces entry into self‐employment and occupational mobility after reunification more in regulated occupations in East Germany than in West Germany. Our findings are relevant for transition or emerging economies as well as for mature market economies requiring large structural changes after unforeseen economic shocks.     

The Sources of Changes in the Occupational Segregation of Australian Women*

Earlier studies have shown that Australian women are concentrated in a narrow range of occupations and that although occupational segregation has declined during the 20th century, the rate of decline is diminishing. This study uses census data from 1891 to 1981 to analyze the sources of changes in the Duncan and Duncan segregational index. It distinguishes changes in the index due to shifts in the occupational mix of the economy, and shifts in the sex composition within specific occupations. Both effects contributed to the general decline in segregation although the composition effect was quantitatively more important.