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.     

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.     

MEASURING THE EFFECT OF SEXUAL ORIENTATION ON INCOME: EVIDENCE OF DISCRIMINATION?

The effect of nonheterosexuality on individual income is estimated using 1991–1996 General Social Survey data. Other researchers have concluded that homosexuals earn less than similarly qualified workers, in contrast to the popular perception that homosexuals are more affluent than nonhomosexuals. Using improved statistical techniques, this article finds noticeable earnings effects that go in opposite directions across genders. Nonheterosexual men earn 22% less than heterosexual men, and nonheterosexual women earn 30% more than heterosexual women. These findings, viewed together with previous empirical work on this topic, help narrow the field of theories that can explain the sexual-orientation earnings gaps present in the data.     

THE IMPACT OF BODY WEIGHT ON OCCUPATIONAL MOBILITY AND CAREER DEVELOPMENT

This article examines the relationship between individuals' weight and employment decisions over the life cycle. I estimate a dynamic stochastic model of individuals' annual choices of occupation, hours worked, and schooling. Evidence suggests that heavier individuals face higher switching costs when transitioning into white‐collar occupations, earn lower returns to experience in white‐collar occupations, and earn lower wages in socially intensive jobs. I simulate a hypothetical antidiscrimination policy treating obese workers as a protected class. Although such a policy would reduce gaps in occupational attainment, it would have little effect on the observed divergence in wages between obese and nonobese workers.     

Racial discrimination and professional basketball salaries in the 1990s

Racial differences in professional basketball player salaries are examined to determine whether the 20% premium paid to whites in the mid-1980s has persisted into the 1990s. OLS and tobit regressions indicate no difference between white and black salaries, controlling for player and team characteristics for the 1994 - 95 season. However, censored quantile regressions show substantial racial differences at certain points in the salary distribution. Whites earn less than blacks at the lower end of the distribution, although the difference is not statistically significant, and varies with minutes played. In contrast, whites receive a significant premium (18%) at the upper end of the salary distribution. These findings are consistent with a form of consumer discrimination in which sports fans prefer to see white star players, all else equal.     

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.     

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.     

Wage Differentials between the State and Private Sectors in Moscow

In this study the 1997 Russian Labor Force Survey is used to investigate wage differentials between the state and the private sector in the city of Moscow. Our analysis demonstrates that substantial differences exist between private and state sector wages. We estimate the gap between private and state sector wages to be 14.3 percent for men and 18.3 percent for women. We also find gender differences in wages. Men in the private sector earn on average 23.7 percent more than women. The gender wage gap in the state sector is even higher at 32.5 percent. In the state sector, wages for both men and women increase as years of tenure increase. But in the private sector this is only true for men; women earn no return to tenure. The probability of employment in the private sector decreases with age and tenure.     

An investigation into sexual orientation discrimination as an explanation for wage differences

This study explores the effects of sexual orientation on earnings. It is found that, ceteris paribus, men living with male partners tend to earn less than other men, and women living with female partners tend to earn more than other women. These earnings differentials tend to vary by region. They also vary by education and occupation for men, and with the presence of minor children for women. In addition, the age-earnings profiles of women living with female partners tend to be higher, flatter, and less concave than those of other women.     

Fields of Study and the Earnings Gap by Race in Brazil

Workers with tertiary education in Brazil earn three times more than those with a lower level of schooling. Thus, the attainment of a bachelor's or graduate degree by a black worker usually provides important benefits at the individual level. However, an educational improvement of this type does not assure equal labor market outcomes relative to white workers with the same level of education. The labor earnings differential by race in Brazil is high even among individuals who completed at least a bachelor's degree. This paper investigates this labor earnings gap, emphasizing the unequal distribution of whites and blacks across fields of study. Evidence indicates that disparities in the distribution of racial groups across fields of study help explain 18% of the total median earnings differential in 2000 and 33% in 2010, accounting for most of the gap between white and black workers due to characteristic effects in this latter period.     

The gender wage gap among recent post‐secondary graduates in Canada: a distributional approach

Using the National Graduates Survey, we examine the trends in the gender wage gap among recent post‐secondary graduates in Canada between 1988 and 2007. Female graduates earn on average 6–14% less than males during the period two to five years after graduation. Decompositions show that observable personal characteristics and job attributes can explain only a small portion of the wage gap. We also find that men earn more than women at every point of the distribution. Interestingly, the wage difference shrank in the lower half of the distribution in recent years, while it increased in the upper half.     

RACIAL BELIEFS,LOCATION, AND THE CAUSES OF CRIME*

This article provides a unified explanation for why blacks commit more crime, are located in poorer neighborhoods, and receive lower wages than whites. If everybody believes that blacks are more criminal than whites—even if there is no basis for this—then blacks are offered lower wages and, as a result, locate further away from jobs. Distant residence increases even more the black–white wage gap because of more tiredness and higher commuting costs. Blacks have thus a lower opportunity cost of committing crime and become indeed more criminal than whites. Therefore, beliefs are self‐fulfilling.     

Gender Segregation and Income Differences in Nicaragua

Despite having higher average education levels, Nicaraguan women still earn much less than men. Furthermore, the country has one of the highest levels of occupational gender segregation in Latin America. This paper aims to explain the gender income gap in Nicaragua, taking into account individual characteristics, engagement in specific occupations and sectors, and geographical location. Using a multilevel framework, the study finds that while a considerable part of the income gap can be explained by women’s employment in occupations and sectors with low remuneration, another substantial part of this gap is attributable to the prevalence of patriarchal gender norms – and thus cannot be explained by human capital factors. These results show that understanding labor market segregation is vital for comprehending the perseverance of the gender income gap, and they further imply that women’s progress in breaching the gender stereotypes in Nicaragua is still limited.     

Opening the Farm Gate to Women? The Gender Gap in U.S. Agriculture

Abstract:

This article provides an empirical analysis of the gender gap for farming in the United States. Using the 2012 U.S. Census of Agriculture we show that farms operated by women earn forty percent less farm income than farms operated by men after controlling for farm and operator characteristics. These findings indicate that farming is one of the most unequal professions in the United States today. Further, we investigate whether three forms of sustainable agriculture improve incomes for women farmers. We find that only farms engaging in Community Supported Agriculture experience a marked decline in the gender income gap.     

Economic progress of black women

While black women are much closer to earnings parity with white women than is true for black relative to white men, such a comparison is misleading since it ignores maximization of utility (including leisure) by households (not individuals) and sex discrimination.     

Remedying "Unfair Acts": U.S. Pay Equity by Race and Gender

Case studies in Canada, Australia, and the U.S. have found that pay equity (or comparable worth) has reduced the gender-based wage gap substantially, and results of research on the gender composition of jobs have been used guiding pay equity implementation. But, in general, the racial composition jobs remains overlooked in the literature and in public policy. We extend previous work on eliminating the wage penalty of employment in female-dominated occupations to estimating the potential effect of adopting comparable worth to alleviate race- as well as gender-based wage discrimination. First we report the negative impact of racial-ethnic and female composition of jobs on pay in the U.S. Correcting for this form of wage discrimination, we find that implementing comparable worth would appreciably narrow the race- and gender-based wage gaps and significantly reduce the percent of workers earning poverty-level wages, especially among women of color. Close to 50 percent of women of color and 40 percent of white women currently earning less than the federal poverty threshold for a family of three would be lifted out of poverty. Second, we show that, in addition to the effects of occupational concentration, being a woman, an African-American, or a worker of Hispanic origin negatively and significantly affects pay. Not every type of wage discrimination is alleviated by a pay equity policy, which is why activists have also supported anti-discrimination and affirmative action policies for women and people of color.     

An Anatomy Of Racial and Ethnic Trends in Male Earnings in the U.S

Progress in narrowing black–white earnings differences has been far from continuous, with some of the apparent progress resulting from labor force withdrawal among lower‐skilled African Americans. This paper documents racial and ethnic differences in male earnings from 1950 through 2010 using data from the decennial census and American Community Surveys. Emphasis is given to annual rather than weekly or hourly earnings. We take a quantile approach, providing evidence on medians and other percentiles of the distribution. Treatment of imputed earnings greatly affects measured outcomes. Hispanic men have exhibited earnings growth similar to white men over several decades. Black men have been left behind economically due in large part to increased joblessness, a process exacerbated by weak labor market conditions. By 2010, joblessness had risen to over 40 percent and the median black–white earnings gap was the largest in at least 60 years.     

The Spatial Determinants Of Wage Inequality: Evidence From Recent Latina Immigrants In Southern California

Abstract

Recent Latina immigrants to the United States earn lower hourly wages than any other broad demographic group. This paper investigates the role space and scale play in shaping the employment opportunities and wages this group receives in Southern California relative to others there. Results suggest that, although individual factors such as education, experience, and ability to speak English are important, spatial forces also influence wages. Access to jobs, particularly low-skilled jobs and those held by Latinos, as well as ethnic neighborhood networks, explain a large share of the variation in hourly wages. The paper provides evidence that labor-market scales differ across groups within US metropolitan areas, with recent Latina immigrants being more geographically constrained and hence more dependent on local opportunities and resources than other workers, with the exception of black women.