Salary Discrimination by Black Males?

A bstract . Utilizing the human capital framework , the authors apply OLS methods to cross-sectional salary data for 1989-90 for a Southern, historically black, public university (SHBU) to determine whether salary discrimination against other race-sex groups exists when black males hold the top economic power Results indicate that it does.     

Wage and Nonwage Discrimination in Professional Basketball: Do Fans Affect It?

A bstract . Recent research suggests there is substantial wage discrimination against blacks in professional basketball , and that fans are the source of this discrimination. The use of multiple regression analysis does indicate a salary shortfall for black players of fourteen to sixteen percent compared with salaries of white players with comparable on-court performance. To see whether this shortfall is likely to be due to fan discrimination as the relatively scarce white talent is bid into cities with many white fans, the racial composition of teams is related to the proportion of black residents among the populations of franchise cities. There is statistically significant evidence of geographical sorting by race. Evidence of racial bias is less obvious in contexts where a team's performance would be jeopardized, however. Thus, no evidence is found that fan attendance moves inversely with the percentage of playing time accorded black players, and only weak evidence is found that black players have to be better than white players to enter the National Basketball Association (NBA).     

New evidence of salary discrimination in major league baseball

Salary discrimination in MLB has largely been discarded as a research topic. However traditional quantitative methods (particularly least squares regression) have concentrated on the effect of race for the average player. If only a particular salary class of players are subject to discrimination, or if the size of the discrimination is small at the average, then least-squares techniques will struggle to identify discrimination. I use quantile regression to uncover salary discrimination against black players in the lower half of the salary distribution. Not only are the premia for white and Hispanic players statistically significant, but they are large: up to 25% of salary for the bottom quintile of players.     

Are there racial differences in faculty salaries?

Many studies have used micro-level data in estimating earnings differentials by gender for college professors. None has studied racial earnings differences for faculty except by employing a dummy variable for race in its regression models. The availability of the 1993 National Study of Postsecondary Faculty has made such a study possible. We use a variant of the Oaxaca decomposition technique suggested by Cotton (1988) and Neumark (1988). Although the salaries of black faculty trail those of their white counterparts at the Associate and Full Professor levels, the reverse is true at the Assistant Professor level. The increased emphasis in recent years on increasing diversification in the racial composition of college faculty are possible explanations. The authors are indebted to various colleagues for comments on earlier drafts. They also wish to thank an anonymous referee who suggested significant changes to this article. The authors remain responsible for any remaining errors or omissions.     

Seniority, external labor markets, and faculty pay

We estimate the returns to seniority (the wage-tenure profile) for university faculty, and the degree to which these returns respond to entry-level salaries (or opportunity wages)—a relationship unexplored in work to date. Using data on faculty at a Big Ten university (ours), we estimate elasticities of senior-faculty salaries with respect to entry-level salaries, and find that these elasticities decline with seniority. The evidence provides an explanation of faculty salary compression and suggests the importance of controlling for entry-level salaries in obtaining estimates of the returns to seniority.     

Persistent Advantage or Disadvantage?: Evidence in Support of the Intergenerational Drag Hypothesis

By utilizing the Integrated Public Use Microdata Series (IPUMS) and a measure of occupational prestige (OCCSCORE) as a labor market outcome, the authors examine variations in the degree of labor market discrimination faced by several ethnic and racial groups in the United States between 1880 and 1990. Results demonstrate that the sharpest decline in labor market discrimination against blacks occurred between 1960 and 1980. For black males the extent of labor market discrimination was greater in all census years in IPUMS after 1880 until 1970, evidence contradicting the conventional expectation that market-based discrimination will decline progressively over time by dint of competitive pressure. Finally, after replicating George Borjas' "ethnic capital" exercise, the authors pool the 1880, 1900, and 1910 data to determine the relative magnitude of a group's gains and losses in occupational prestige due to group advantage or disadvantage in human capital endowments and due to favorable or unfavorable treatment (nepotism or discrimination) of those endowments in the labor market. The authors then examine statistically whether the group human capital advantage or disadvantage and group exposure to nepotism or discrimination at the turn of the century affects labor market outcomes for their descendants today. Results indicate strong effects of the past on present labor market outcomes. Hence, the essence of the study is the statistical demonstration that there are significant and detectable effects on current generations of the labor market experiences of their racial/ethnic ancestors.     

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.     

Are Reports of Discrimination Valid? Considering the Moral Hazard Effect

A bstract .   Antidiscrimination laws are designed to prompt employers to stop excluding black workers from jobs they offer and from treating them unequally with respect to promotion and salaries once on the job. However, a moral hazard effect can arise if the existence of the laws leads black employees to bring unjustified claims of discrimination against employers. It has been argued that employers may become more reluctant to hire black workers for fear of being subjected to frivolous lawsuits.
Using the Multi-City Study of Urban Inequality (MCSUI), we find that male and female black workers are far more likely than whites to report racial discrimination at work. This is the case even when a host of human capital and labor market factors are controlled for. Further, nearly all black workers who report they have been discriminated against on the job in the MCSUI Surveys also show statistical evidence of wage discrimination. This is not the case for white males or females. We find little evidence to support a moral hazard effect.     

高校教师薪酬制度改革分析：基于人力资本视角

薪酬能够准确衡量人力资本的货币价值,是人力资本价值实现的重要载体.根据我国高校教师人力资本特点及薪酬现状,从人力资本投资与回报视角提出的基于生涯补偿模式的固定薪酬、基于激发潜能的全面薪酬、基于多元绩效评价的绩效薪酬三种模式可以有效地提高高校教师的人力资本效能.     

Evidence of Sex Discrimination: In Similar Populations, Men Are Paid Better Than Women

A bstract . Nationally women earn only 60 percent of the salary income earned by men. Numerous uncontrolled factors, however, might cause such sex-related differences in salary. In this study, certain factors usually uncontrolled are controlled with the choice of sample populations and by using multidimensional contingency table analysis. The samples consisted of male graduates of University of Hawaii College of Business (n = 311) and female graduates of that college (n = 94). In this comparison, women earned 81 percent of the salary earned by men, although, by the usual measures their backgrounds were similar. Factors of ethnicity, type of job taken, participation rate , and college major did not explain the salary differences between men and women. From this it is inferred that the difference arises from sex discrimination.     

The Significance of Historically Black Colleges and Universities (HBCUs) in the 21st Century: Will Such Institutions of Higher Learning Survive?

The United States is still dealing with institutional racism in higher education. For most of the past two centuries, African Americans were forced to attend segregated colleges and universities. Historically black colleges and universities (HBCUs) played a particularly important role during that long period. In many states, there would have been no institutions of higher education at all, were it not for federal legislation (the Morrill Act of 1890), the actions of religious institutions, and the persistent efforts of black Americans to gain an education, despite the obstacles. Even the seemingly race‐neutral G.I. Bill of 1944 had the pernicious effect of reinforcing racial segregation in both higher education and housing. Given this history, it comes as no surprise that some predominantly white institutions of higher education (PWIs) do not show a sustained commitment to educate African‐American students in this country, although they are often eager to recruit black student athletes for their various sport programs without much regard to the education received by those same athletes. Our inability as a nation to even talk intelligently about these intractable educational problems is disturbing. Indeed, diversity is not paramount for some PWIs, particularly in regards to hiring minority faculty. Perhaps more significantly, HBCUs are still necessary in our society today because they have been the mainstay of educating African Americans at the college and university levels. Black communities throughout our nation are still being devastated by economic polarization and by racial discrimination endemic to higher education at white institutions. The need to address the problem of racial discrimination in higher education remains as strong as ever.     

Intrametropolitan migration: A simultaneous model of employment and residential location of white and black households

This study explores the relationship between the home and job location of the household within a metropolitan area. The model is an extension of the Alonso-Muth framework and allows the household to simultaneously choose its residential and employment location, monthly rent, number of rooms and the type of structure of the dwelling unit, so as to maximize its utility subject to the budget constraint.The data base is the Home Interview Survey conducted in 1965 by the (San Francisco) Bay Area Transportation Study Commission. The coefficients in the simultaneous model are estimated by two-stage least squares. The cross-section sample is stratified by tenure into renters and homeowners; by race into black and white households; and further by position in the life-cycle.The results of the location equations reveal that both the home and job location are responsive to each other which implies that the decentralization of jobs will result in the decentralization of residences for black households. The results of the housing equations imply that black and white households have almost identical elasticity of demand for housing. There is very slight evidence of price discrimination against black households. However, there is evidence that black households do face a geographical segregated market for rental housing.The results of this study argue that the decentralization of population is not due solely to rising incomes and will continue as long as industry decentralizes. Furthermore, governmental policies of increasing the income of central city residents, through subsidies to employers to locate in the central city will have a strong effect: inducing those residents to remain in or move into the central city. Thus, a policy that is meant to alleviate the plight of the city center may only result in strengthening the racial and income split between the suburb and the central city inhabitants.     

Price discrimination in the housing market

There is little credible evidence on whether price discrimination exists in the housing market. Using a large sample of single-family home sales from Florida where both the race of the seller and buyer are known, we present evidence using the traditional and Harding et al. [HRS, Harding, J.P., Rosenthal, S., Sirmans, D.F., 2003. Establishing bargaining power in the market for existing homes. The Review of Economics and Statistics 85, (1) 178–188] approaches to empirical estimation. Omitted variable bias is found to plague the traditional approach. Results from following the HRS approach indicate that price discrimination exists by whites and Hispanics against blacks and Asians. Price discrimination against blacks is restricted to non-majority black neighborhoods and is smaller in magnitude in neighborhoods containing younger and more educated homeowners.     

我国研究型大学教师薪酬体系管窥

一流的师资队伍是世界一流大学的核心竞争力,当前,国内研究型大学无不把人才强校作为学校的主战略,对人才的竞争也变成了没有硝烟的战场。尽管将队伍建设提升到前所未有的高度,但无论作为教育主管部门还是大学管理者自身,对于大学薪酬配置体系的优化与整合,都还处于探索阶段。本文通过对当前研究型大学薪酬管理模式的历史沿革、现状问题的梳理与描述,深刻剖析产生诸多问题的原因,并从大学薪酬体系的定位、资金来源等方面提出改革建议。     

Explaining Differences in Economic Performance Among Racial and Ethnic Groups in the USA

A bstract . By utilizing self-reported race and ancestry in the 1980 and 1990 USA censuses and the Blinder-Oaxaca decomposition technique, the extent of wage discrimination experienced by women and by men is examined across 50 ethnic/racial groups. Systematic evidence of negative discrimination is revealed in both census years for Asian, Indian, black (African-American), Vietnamese, Cuban, Mexican, Puerto Rican , and Native American males. To assess the charge that the Blinder-Oaxaca decomposition indicates cultural rather than discriminatory differentials, two additional data experiments are performed—one that controls for color and varies culture, and one that controls for culture and varies color. Race appears to matter.     

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.     

A supply and demand model of co-worker,employer and customer discrimination

When racial wage differentials reflect customer, co-worker and employer discrimination, how can these sources of discrimination be theoretically and empirically distinguished? We develop a wage model fashioned around professional basketball that includes customer, employer and co-worker discrimination when there is racial integration. We find that the model is capable of: (1) predicting unexpected effects of the various types of discrimination on wages; (2) the three types of discrimination will interact nonlinearly; and (3) compensation attributable to co-worker prejudice is endogenous. Using data from the National Basketball Association, we find evidence consistent with co-worker discrimination by white players and customer discrimination by nonwhite fans.     

宁夏建设职业技术学院网络工资查询的实现

各高校之前的工资发放明细显示都是以工资条的形式,每月发放一次。这种形式,一方面加大了财务人员的工作负担,另一方面经常有工资条错领、丢失的情况发生,不能满足教职工的需求。为解决这个问题,本文作者在与财务人员充分沟通、商讨的情况下,设计了基于Internet的网络工资查询系统,自运行以来取得了较好的效果。     

Transparency and accountability of the professional accountancy bodies: some observations on the Canning and O'Dwyer paper

The Canning and O'Dwyer study makes a valuable contribution to the literature on the public interest claims of the professional accountancy bodies. This paper critiques the study by focusing on its theory and evidence. It also encourages scholars to take a deeper look at the governance and policies of the professional bodies and communicate their insights to the widest possible audience so that the power of the profession could be subjected to greater democratic scrutiny.     

Job Decentralization with Suburban Housing Discrimination: An Urban Equilibrium Model of Spatial Mismatch

The spatial mismatch hypothesis, with its roots in the work of Kain (1968,Quart. J. Econ.82(2), 175–197), has received much recent attention from empirical researchers. Its basic premise is that differences in job access between black and white workers have contributed to increasing racial inequality in urban labor markets. While the initial evidence was ambiguous, recent studies have established that differences in job accessibility have worsened the labor market outcomes of minority workers. This paper develops an urban equilibrium model which allows for the analysis of the impact of job decentralization and suburban housing discrimination on the welfare of workers in a city.