Cash in Your Face: The Cost of Racial and Ethnic Discrimination in Housing

According to recent evidence, racial and ethnic discrimination in housing continues to be widespread. This paper estimates the cost this discrimination imposes on black and Hispanic households. Building on the work of4, the paper develops a housing search model and measures the cost of discrimination by its impact on the gain a household can achieve through housing search. The cost of discrimination is then calculated for a representative sample of households. The punchline: Black and Hispanic households pay a discrimination “tax” of almost $4,000, on average, every time they search for a house to buy.     

Macroeconomic Measures of 'Sustainability'

This paper reviews the policy need for indicators of 'sustainable development', and the impetus behind recent moves to establish official indicators. The range of indicators available from current economic theory is then examined. These measures may be divided into those based on flows and those based on stocks. Flow-based measures are essentially attempts to adjust Net National Product to transform it into an indicator of sustainability. Stock-based measures revolve around the concept of the natural and man-made capital stocks. We also consider the idea of Safe Minimum Standards as a sustainability indicator. The paper concludes that no currently-available single measure of sustainability is likely to be adequate.     

Human resource practices and discrimination in South Africa: overcoming the apartheid legacy

While there is some level of isomorphism and convergence in HRM practices, country-specific differences remain, notwithstanding globalization and the influence of increasingly powerful multinationals. Much work has occurred on diversity management and cultural aspects of management in South Africa (SA). This analysis finds that local institutional context in labour relations and particularism in practices remain important, although the influence of convergent forces such as globalization, information technology and increased competition has become much more prominent in post-apartheid SA. Human resource practitioners in SA see the most important workplace challenges as performance improvement, employment equity, training and development and managing trade union expectations. This article critically evaluates the effects of recent legislative measures, particularly labour court and arbitration awards aimed at addressing the adverse impact of past unfair discrimination on pay practices and skills development. The latter are found to be interrelated, sensitive and difficult areas of discrimination in respect of legal proof.     

International Union v. Johnson Controls: Resolving the dilemma between fetal protection policies and equal employment opportunities

This article examines the implications that theJohnson Controls decision is likely to have for organizational policies governing fetal protection in the workplace. A brief history of the evolution of legal theory regarding fetal protection policies and Title VII is provided. Particular attention is devoted to examining the appropriate analytical framework for such policies, the changing requirements for the employer's burden of proof, and the likely consequences of applying disparate treatment theory of discrimination over disparate impact theory in analyzing the facts of such cases. Additionally, this article raises some of the social issues that will result from the employer's responsibility to protect the unborn children of its employees and the rights of those employees to equal employment opportunities.     

Legal Protection From Discrimination Based on Sexual Orientation: Findings From Litigation

Since 1964 with the enactment of Title VII of the Civil Rights Act, the courts have held that although Title VII prohibits discrimination because of sex, sex has been construed to mean gender, but gender and sexual orientation are different. Traditionally sexual discrimination has been interpreted to protect women in male/female encounters. Thus protection for homosexuals based on sexual orientation has not been covered. However, there are some interesting aspects to the concept of discrimination due to sexual orientation, including defining same-sex harassment as being harassment, equal opportunity harassment, and sexual stereotypes. In addition, how homosexuals may be protected under state laws, unions, company policy, and the constitution is discussed as well as protection for public sector employees. An analysis of 98 litigated cases alleging discrimination based on same sex or sexual orientation harassment led to the development of a logit model predicting future case outcomes based on case characteristics. These are type of harassment, physical contact, type of employees, and whether there was equal opportunity harassment. Implications from the study are that the issues of protection from discrimination are complex and one cannot necessarily assume that this type of discrimination is not protected. Recommendations for more effective managerial actions are provided.     

Discrimination in contests: a survey

The objective of this paper is to provide a comprehensive answer to some fundamental questions related to discrimination within the context of contests. For example, what forms of discrimination are possible? Can discrimination be justified? What mode of discrimination is expected? Does discrimination necessarily result in the elimination of polarization? How effective are the different modes of discrimination in inducing efforts (revenue)? How do the most widely studied contests based on an all-pay-auction and on a lottery compare under different modes of discrimination? Applying a contest-design approach, we examine four alternative types of discrimination that can be selected by a contest designer who maximizes the contestants’ efforts (his revenue). Our survey focuses on the leading principles of the separate and joint effective application of the alternative modes of direct, overt covert and head starts-discrimination that are assumed to be exercised under the widely studied family of (logit) contest success functions (CSFs). Whereas direct discrimination refers to differential taxation of the contested prize subject to a balanced-budget constraint, overt, covert and head starts-discrimination relate to structural discrimination that involves the parameters of the CSF. While the direct mode of discrimination is legally feasible, the structural modes of discrimination are more subtle and more difficult to implement and, sometimes, may even involve legal barriers.     

Central bank hawks unlikely to gain the ascendancy

• ? Although further financial market weakness could delay or scale back central bank tightening this year, the waters are being muddied by the perception that underlying inflation pressures are building and that past exceptional measures to counter downside risks may no longer be needed. On balance, we think that it is more likely that central banks will push back, rather than bring forward, rate hikes, especially if the recent oil price weakness persists.
• ? The most crucial issues for the path of monetary policy are likely to be the outlook for inflation and the risks to growth prospects. While there may be grounds to reverse past ‘insurance’ cuts in interest rates, only a slow pace of normalisation is justified at present, in our view. In Europe in particular, sustained lowflation remains a risk.
• ? Central banks may develop a taste for raising rates if they perceive the neutral interest rate to be trending up. There may also be a desire to normalise policy to create space for future loosening, but this will only affect policy at the margin. Meanwhile, although problems such as banking troubles and the zombification of firms are often blamed on low interest rates, they are probably more a symptom of low growth and other more structural issues. Raising interest rates is unlikely to resolve these problems.
• ? At the margin, central bank behaviour may become less dovish. However, with the global economy slowing and some recession warning indicators flashing amber, the wings of the hawks will likely remain clipped.

     

Racial Discrimination In Speculative Application: Evidence From the Uk's Top 100 Firms

Mike Noon, who is Lecturer in Organisational Behaviour at Cardiff Business School, examines the responses of the UK's top 100 firms when faced with speculative enquiries from two bogus ‘candidates’ belonging to different ethnic groups. He finds that, although both candidates were likely to reveive a reply, the ‘white’ candidate tended to receive a better quality reply; candidates were more likely to be treated the same by companies with statements of equal opportunity, but when discrimination occurred it also tended to favour the white candidate. His conclusions suggest what might be done to bridge the gap between policy and practice.     

Are Suburban Firms More Likely to Discriminate against African-Americans?

This paper assesses whether African-Americans are more likely to experience employment discrimination in the suburbs relative to the central city. We compare central city–suburban differences in racial hiring outcomes for firms where whites are in charge of hiring to the comparable difference for firms where blacks are in charge of hiring. Both suburban black and white employers hire fewer blacks than their central-city counterparts. This geographic gap among black employers is at least as large as that of white employers. Assuming no discrimination by black employers in any location, this implies that the probability of experiencing discrimination does not vary over space. Black firms, however, are substantially more likely to hire black workers regardless of location.     

Senior female international managers: empirical evidence from Western Europe

Abstract This paper is an assessment of the international career transitions made by senior female managers in Western Europe. The perspective explored is that of currently employed senior female managers in a wide range of companies, who have made at least one international career move. The article is based on data collected from interviews with fifty senior female international managers. The voices of the female managers illustrate difficulties they encounter in a 'man's world', and confirm that there is still much improvement to be made in order to accommodate and entice more women to senior management assignments. The study, for the first time, assesses an exclusively senior sample of female international managers in Western Europe. Previous studies have established that, throughout Europe, women's promotion into senior domestic management positions has been very slow, despite legislative changes, including the European Union's social protocol, to enforce issues related to equal opportunity such as equal pay and measures against sex discrimination (Davidson and Cooper, 1993). This article examines a number of explanations from the relevant literature and analyses the empirical data collected from the fifty interviewees in order to develop an understanding of senior female international career progressions in Europe. From the data, a model of the typical senior female international path was developed (Linehan, 2000). This research is particularly relevant, as existing European studies have not specifically addressed issues pertaining to senior female international managers.     

Behavioural responses to employment discrimination: a study of Hong Kong workers

This study examines the behavioural responses of Hong Kong workers to employment discrimination. Based on the exit-voice framework proposed by Hirschman, five possible responses (i.e. neglect, quit, internal voice, external voice and litigation) are identified. The effects of certain personal attributes and work-related factors on these responses are evaluated. Two different data sets, focusing on gender discrimination and family status discrimination, are analysed. The results of logistic regression indicate that workers with higher levels of education and sensitivity to discrimination are more likely to complain and less likely to neglect their work or resign. Additionally, men and women respond differently to sex-based discrimination. Work-related factors such as employment sector, job tenure and employer size are also found to exert significant effects. The theoretical and practical implications of these findings are discussed.     

The case for comparable worth

Traditional nondiscrimination efforts focus on women’s access to jobs and on equal pay for the same work. Comparable worth adds a third strategy-policies that ensure that jobs do not pay less because they are filled by women. I review evidence of this discrimination. I describe job evaluation, which can be used to correct it, while preserving a large role for market forces. U.S. workers have no protection from this type of discrimination. I consider arguments raised against comparable worth. The claim that antidiscrimination policies are unnecessary because discrimination is eroded by competitive forces fails to recognize the sluggishness of this response. The argument that barriers to entry are the real problem ignores evidence that cultural devaluation affects wage-setting even absent hiring discrimination. Arguments about undesirable side effects apply with equal force to most regulation. I conclude that comparable worth deserves support.     

What are the implications of the new UK age discrimination legislation for research and practice?

Forthcoming changing demographics and the introduction of the relatively recent UK age discrimination legislation make it timely to consider some of the debates around the relevance of age to work. Issues surrounding ageing have been considered from within a number of disciplines and research perspectives which have led to some questioning of the dominant economic model that pivots on chronological age as a convenient, bureaucratic, measure that proxies for ability. The role of the HR practitioner in being able to redefine expectations throughout the lifespan of employees is considered while constraints to managing for the longer term are acknowledged. It is proposed that although the legislation will affect some age‐related practices positively, there are likely to be unintended consequences that single out particular age groups as special cases and therefore make age more relevant to the work relationship.     

Alternative policy options for combatting a downturn

• ? With limited scope for conventional monetary policy options, central banks and governments may need to turn to alternative approaches to combat slowing global growth and respond to economic shocks.
• ? Our analysis shows that not only do governments in advanced economies have limited room to cut rates but that doing so has proved less effective in boosting growth in recent years. This increases the need to look at alternatives, such as negative interest rates, renewed QE and fiscal stimulus.
• ? While negative interest rates have helped reduce borrowing costs in some economies, the impact on banks has been ambiguous. Also, lowering rates further into negative territory could be hard without incurring significant costs.
• ? QE in the form practised up to now is also likely to be less effective than in the past due to low yields, narrow risk spreads and high asset valuations. So, a deeper downturn might require more radical QE ‐ buying corporate bonds, bank loans and equities ‐ which comes with significant drawbacks.
• ? Some central bankers are starting to acknowledge the limits of monetary action, with the next step being to consider fiscal action as a more effective alternative ‐ as argued recently by the likes of Larry Summers.
• ? In our view, fiscal policy is likely to be especially effective in a climate of weak growth and low rates, with large multiplier effects. Advanced economies have more scope for fiscal stimulus than often recognised and could finance a large public investment programme by issuing ultra‐cheap long‐dated debt

     

Measuring Fair Employment Practices: The Search for a "Figure of Merit"

Quantitative measures of equal employment opportunity in the bureaucracy are of quite recent vintage, even though data have been collected on minority employment since the early 1960s. Such measures as have been developed are useful in the sense that they are simple and easy to comprehend. Concentrating as they do on integration alone, however, they do not capture a sufficiently wide variety of personnel practices to truly assess equal employment opportunity. This paper presents a new measure which retains the basic simplicity required of a figure of merit but expands the dimensions of former measures to include an index of the occupational distribution of minorities within an organization. The measure presented implies a policy goal of income parity for minority groups within the bureaucracy and assesses progress toward that goal. It is argued that a worthy figure of merit can promote cost-effective implementation of public policy with regard to fair employment within the civil service.     

How Common is Housing Discrimination? Improving on Traditional Measures

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

Housing as a Means of Sustainable Economic Recovery in Southeast Asia

This paper addresses the economic crisis in Southeast Asia as it effects the housing sector there. Our basic argument is that the lower end of the formal housing market sector (worker housing) provides the best opportunity to restore productive employment activity while addressing basic housing needs. We call for a range of policy measures to support this outcome, based in part on the recent experience in Japan with declining real estate markets. The policies include limited subsidies, guarantees and insurance for housing loans, along with a downward indexing of housing loans, strategic infrastructure investment and promotion of local building materials. These measures are necessary under the current circumstances of deficient aggregate demand. The key is to target demand increments where they are most likely to meet the basic need for shelter while generating productive market-based activity.     

Education,Occupation and Career Expectations: Determinants of the Gender Pay Gap for UK Graduates*

Despite anti‐discrimination policies, women are paid 20% less then men in the UK. A large proportion of this wage gap is usually left unexplained. In this paper, I investigate whether the unexplained component is due to mis‐specification. Using a sample of recent UK graduates, I examine the role of choice variables (subject of study and occupation) as well as career expectations and aspirations. The evidence indicates that women are more altruistic and less career‐oriented than men. Career break expectations, for example, explain 10% of the gender wage gap in the favoured model. By omitting attitudinal variables, most studies are likely to overestimate the unexplained component of the gender wage gap. Women with a more traditional view concerning childrearing are also found to have less intensive search behaviour. Since aspirations may reflect perceived discrimination or social pressure, current legislations are unlikely to reduce the gender wage gap.     

A tangled web: Barber and beyond—a research report

It is now some 17 years since the United Kingdom implemented equal pay and sex discrimination legislation. This has produced a battery of case law leading to an excessively complex system. An ageing population and greater emphasis on European law has led to the development of a new area for equality, that of retiremenet age and pension benefits     

The equal pay act: Responsibilities and rights

The Equal Pay Act of 1963 (EPA) requires that men and women receive equal pay for equal work. Plaintiffs who claim discrimination on the basis of the EPA may settle out of court, or may bring legal action in the courts. Employers possess specific rights under the law, and can defend themselves against charges of discrimination through a number of “employer defenses.” These defenses involve providing that pay differences are based on seniority systems, merit systems, production systems, or “any other factor other than sex.” This article will also discuss the impact of court decisions that have further honed the responsibilities and rights of both employees and employers under the EPA.