Racial Earnings Disparities and Family Structure

One explanation for the widening of racial earnings gaps among family heads during the 1980s is that black families were increasingly headed by females during that period. This explanation is tested using data on black and white family heads in 1976 and 1985 from the Institute for Research on Poverty's Current Population Survey. Log-earnings equations, corrected for selection bias and for the endogeneity of labor force participation, are estimated for blacks and whites in 1976 and 1985. If the impact of rising female-family headship on labor force participation is ignored, one finds support for the family structure explanation. But support for alternative explanations is also found. There are substantial impacts of within-race gender discrimination and of market racial discrimination. When the endogeneity of family structure is taken into account, further support is found for the view that endowment differences only explain a modest portion of the rising gap in earnings between black and white family heads.     

Job Satisfaction in the United States: Are Blacks Still More Satisfied?

Despite the substantial literature on the paradox of the happy female worker, research has been sparse in investigating race differences in job satisfaction. The last national level study on racial differences in job satisfaction was done in 1981 when, using national level U.S. data from the National Longitudinal Surveys of Mature Men for 1966, 1969 and 1971, Bartel showed that blacks had significantly more job satisfaction and further, that this racial gap had widened during this time. Though the reasons for this gap and its widening were not investigated, it was suggested, in a close parallel to the reason for the contented female worker, that lower expectations, in this case due to discrimination in the labor market, could be a reasonable explanation. Surprisingly, since then, there have been only a handful of studies focused on smaller, specific groups. This paper exploits two U.S. national level data sets, the GSS and the NLSY 1997, to examine the racial gap in job satisfaction. Simple means show that blacks are much less satisfied than whites and moreover, this difference has persisted not only across genders but also across almost four decades. To isolate the pure race effect, a sequential process is adopted by first examining the simple difference in the means of job satisfaction, then, through probit estimation, seeing the impact of individual attributes, finally progressing to incorporation of job attributes. Probit estimates give robust results. Blacks are significantly less satisfied than whites even when income, benefits and occupations are controlled. However, this racial gap is greater in the case of women and younger black men. An exploratory analysis shows that when discrimination is accounted for, the satisfaction gap is further reduced and the race coefficients are rendered insignificant. Estimates with comparison income show that the satisfaction gap is driven by perceived discrimination and not necessarily discrimination as captured by comparison income. This highlights the importance of policy measures to reduce perceptual discrimination.     

The impacts of income gaps on migration decisions in China

Using survey data from China, this article examines the effects of income gaps on migration decisions and the sources of these gaps. The econometric results support the hypothesis that income gaps significantly influence migration decisions. When income gap reaches a certain level, the reaction of the migration probability to income gap is weaker for men than for women. The relative income of women is less sensitive to an increase in rural income but more sensitive to a decrease in urban income than that of men. Moreover, we find that the urban to rural income gap is larger for women than for men, which suggests that women receive larger monetary return from migration than men do. In decomposing income gaps, we find that the gap for men is largely determined by differences in the attributes of migrants and nonmigrants, whereas for women, the gap is mainly determined by differences in returns to attributes.     

Occupational Segregation and Gender Wage Differentials: Evidence from Malaysia

In Malaysia, the participation of women in the labor market has increased over time. However, occupational segregation and wage differentials continue to be prevalent between men and women in the labor market. The present paper investigates gender‐related occupational segregation and wage differentials based on data collected from 7135 working households in Peninsular Malaysia in 2011. The wage decomposition model introduced by Brown et al. (1980) is used to examine the determinants of gender‐related wage differentials. The results suggest that differences within occupations account for the largest portion of the wage gap between men and women. The results also indicate that wage discrimination within occupations plays an important role in the gender wage gap, while sample selection bias plays an important role in the examination of gender wage gaps.     

Occupational assignment,hiring discrimination,and the gender pay gap

An identified, structural demand-wage equation is estimated using endogenous indicators for working part-time and occupational assignment. The wage equation is estimated by two-stage and ordinary least squares, and the pay gap is decomposed into explained and residual parts. Measures of gender-based wage discrimination are estimated after making adjustments to account for hiring discrimination and occupational preferences. The evidence indicates that gender differences in preferences for occupation explain much of the gap, yet there is still evidence of hiring discrimination. As a percentage of male wages, the discriminatory gap adjusted for hiring discrimination lies between 10.5 and 13.5 percent when estimated by ordinary least squares, and between 2.2 and 5.4 percent when estimated by two-stage least squares.     

What the Achievement Gap Conversation is Missing

There is a persistent achievement gap that persists between students of color and their white counterparts. This is a national crisis and is one of the biggest problems facing American society. However, this research should consider two phenomena regarding the gap: adolescent perceptions of racial discrimination and racial identity. Among African American youth, perceptions of discrimination have been negatively linked to diminished achievement motivation, grade point average and school engagement. Yet, racial identity has been shown to be an effective protective factor for perceived discrimination in relation to academic achievement. Thus, addressing the achievement gap requires consideration of these two complex constructs for African American youth.     

Black-White Disparities in Test Scores: Distributional Characteristics

This paper investigates the distributional characteristics of racial differences in mathematics achievement, with particular attention to the potential influence of unexplained, and possibly unwarranted, racial differentials in rates of school suspension. It is well known that black students consistently score lower than whites on achievement tests, on average, even after controlling for family and schooling factors. Using data from the National Longitudinal Survey of Youth 1997 cohort, we decompose the racial gap in mathematics test scores from the Peabody Individual Achievement Test-Revised (PIAT-R) into a component due to racial differences in underlying characteristics and another component that is unexplained by differences in measured characteristics. We account for the possible endogeneity of suspensions in our analysis and show that the portion of the racial gap that is unexplained differs between the top and the bottom of the test score distribution. Our results suggest that researchers should pay more attention to the problem of concentration of black students among those at the bottom of the distribution and their scarcity among those at the top of the test score distribution to better understand the factors that account for the observed disparities.     

The gender wage gap in Myanmar: Adding insult to injury?

Using two surveys from 2017, we analyze the gender wage gap for urban workers in Myanmar. We start from a standard wage equation and condition on education, experience, health and a small set of household demographic attributes. Subsequently we control for differences in occupational choice and sector of employment. We estimate the models with sample selection correction and this leads to estimated average wage offers that are lower than the observed average wages for women. Selection into wage work results in a workforce where female wage-workers have higher levels of education compared to their male counterparts. However, average wages for female workers continue to be 29% lower than male average wages. Differences in observable attributes do not account for this gap. Instead, it is associated with a lower base wage and lower remuneration of women’s experience. Going beyond the traditional decomposition methods, we utilize our matched employer–employee survey to generate exact comparisons of female and male production workers with equal levels of education and experience, employed in the same enterprises. Even in this setting, we find a gender wage gap of 13%. Our analysis thus indicates discrimination against women in Myanmar’s labor markets.     

Accumulation and discrimination in the postbellum South

Economic inequality between blacks and whites in the postbellum South can be attributed to two factors: racial discrimination and the absence of any redistribution of tangible wealth to accompany emancipation. This paper shows that the freedmen's initial lack of property was the most important cause of race-related income differences. The initial wealth gap between the freedmen and the whites was large enough to guarantee that a great deal of income inequality would have persisted long after emancipation, even if all markets had functioned perfectly. In addition, the actual rate at which the economic distance between blacks and whites was being reduced suggests the existence of forces which lengthened the time required to eradicate the effects of the initial wealth inequality.     

市场化改革中的大学毕业生性别工资差异及歧视

以往文献认为,市场机制的不断完善会逐渐消除劳动力市场性别歧视,然而本文发现这一结论并不适用于目前大学毕业生劳动力市场。通过对不同市场化程度企业工作的河北省2007届大学毕业生抽样数据的实证分析发现,随着我国市场化进程的深入,不但大学毕业生性别工资差异明显扩大,而且歧视尤其是反向歧视所占比重也在加剧。本文认为,大学毕业生劳动力市场受传统文化影响程度还远远大于市场竞争作用的发挥。故只有进一步加大市场竞争,才能逐步消除劳动力市场的性别歧视因素。     

Family structure, school attendance, and child labor in the American South in 1900 and 1910

Even in the early 20th century, black children were much more likely to be living apart from one or both parents than were white children. This paper examines the contribution of these racial differences in family structure to the racial differences in children’s experiences in the American South. Living apart from one or both parents was associated with lower school attendance and greater labor market participation, particularly for blacks. However, racial differences in adult literacy, household resources, and school characteristics were much more important for explaining the racial gaps in children’s activities than were racial differences in family structure.     

Wealth Privilege and the Racial Wealth Gap: A Case Study in Economic Stratification

The emerging subfield of stratification economics is a response to the orthodoxy’s resistance to recognizing the role of racial and ethnic disparities and its penchant for adopting cultural explanations for intergroup differences. With this view, the literature on the racial wealth gap and its particular embrace of the Life Cycle Hypothesis (LCH) offers a clear example of this critique at work. Not only is the LCH incapable of explaining why the racial wealth gap is so much larger than the income gap, but its limitations restrict the range of explanations explored. As an alternative, this paper introduces the Wealth Privilege (WP) model. Unlike the LCH, the WP model can incorporate the effects of contemporary racism as well as the systemic sources that are a legacy of several centuries of racialized policies. Using evidence from the 2013 Survey of Consumer Finances (SCF), this article offers empirical corroboration as well. Since the SCF queries households on their attitudes toward saving and investment, this article investigates the extent that cultural differences explain the wealth gap. To limit the problem of skewness, which is inherent in wealth studies, the analysis uses an inverse hyperbolic-sine transformation of household net worth. The OLS regression results show scant support for key features of the LCH while demonstrating the importance of asset ownership and family support, both crucial facets of the WP model. Two different decomposition methods, Blinder - Oaxaca and DiNardo - Fortin - Lemieux, corroborate these conclusions. As wealth is easily transferable across generations, the evidence supports the contention that household wealth serves as a source of economic stratification as it functions to preserve and even widen the racial wealth gap.     

Color or culture?: Wage differences among non-hispanic black males,hispanic black males and hispanic white males

The analysis of the determinants of wage differences between Hispanic black, Hispanic white and non-Hispanic black males undertaken in this research does not support the contention that cultural differences are more significant than color differences in the generation of racial wage gaps.     

城市外来劳动力的性别收入差距与工资歧视———基于非条件分位数回归的分解方法

内容文章利用非条件分位数回归的分解方法对2011年城市外来劳动力群体的性别工资差距进行了分析.研究发现:(1)城市外来劳动力群体中,性别间受教育程度的差异已经变得不太显著,但在职业方面针对女性外来劳动力的“粘性地板”现象仍然十分突出.(2)人力资本禀赋和就业职业特征对男性与女性外来劳动力工资的影响程度有所不同,不同收入分位数上的影响系数也有明显的差异.(3)性别歧视是造成外来劳动力性别间收入差距的主要原因,而男性与女性劳动者工作经验的差距以及工作经验收益率的差异已经取代教育因素成为了性别收入差距中的突出问题     

The Wage Gap between Men and Women in Botswana's Formal Labour Market

This study looks at the wage gap between men and women in Botswana'sformal sector labour market. The wage gap is decomposed usingOaxaca's decomposition methodology. This method breaks downearnings differences into two parts: one part is due to differencesin characteristics between men and women, while the other partis due to differences in rewards to those characteristics inthe labour market. The latter has often been interpreted asa measure of the extent of the discrimination against women.The results of the decomposition exercise shows that there isrelatively less discrimination in the public sector, while inthe private sector discrimination against women is a major factorexplaining the differences in their earnings.     

An Investigation of the Female–Male Wage Gap During the Industrial Revolution in Britain

During the industrial revolution women's wages were substantially lower than men's. This article documents the wage gap and shows that in most cases it can be explained without reference to wage discrimination. First, the wage data we have overestimate the wage gap; correcting for biases due to measurement error reduces the size of the wage gap. Second, because differences in productivity were substantial, the corrected wage gap is consistent with these.     

Interpreting Wage Gaps of Disabled Men: The Roles of Productivity and of Discrimination

Using the UK Labour Force Survey, we study wage gaps for disabled men after the introduction of the Disability Discrimination Act. We estimate wage gaps at the mean and at different quantiles of the wage distribution and decompose them into a part explained by differences in workers' and job characteristics, a part that can be ascribed to health‐related reduced productivity, and a residual part. The large original wage gaps reduce substantially when we control for differences in education and occupation, although significant residuals remain. However, when we isolate productivity differences between disabled and nondisabled workers, the residual wage gap becomes insignificant in most cases.     

Black–White Wage Differentials in a Multiple Sample Selection Bias Model

This paper simultaneously incorporates two sources of selection bias in the black-white wage equations. It demonstrates that the biases due to an individual’s propensity to be in the labor force and the firm’s hiring practices are important in determining the black–white wage differential and failure to account for both biases will result in inaccurate estimation of the black–white wage differential. We found that adjusting for double selection bias in the wage equation, the black–white female wage gap is 26% larger than the black–white male wage gap, and 12.1% larger when we adjust for a single selection bias. The results seem to suggest that at the macro level, the enforcement of policies related to racial issues in the labor market will likely lead to a reduction in the black–white wage gap.

Glass ceiling or sticky floor? Evidence from a distributional approach of the gender wage gap among PhD holders in South Korea

This study examines the gender wage gap, to explore whether a glass ceiling (large unexplained wage gaps in the upper percentiles) or sticky floor (large unexplained wage gaps in the lower percentiles) exists in the wage distribution of the most educated Koreans. This study focuses on seeking these distributional patterns for a theoretically homogeneous gender group, relying on a smaller dataset of PhD holders. Counterfactual methods combining recentered influence function decomposition with propensity score matching allow us to estimate how the wage gap between statistically similarly matched males and females, varies across the unconditional wage distribution. There is evidence of a strong sticky floor and a limited glass ceiling among Korean PhD holders. Results show that a negative relationship between a high level of education and the gender wage gap cannot be taken for granted, at least in South Korea. Even female PhD holders suffer from gender discrimination, especially when they are at the bottom end of the wage distribution.     

Race,revenues, and college basketball

Customer discrimination may result in racial differences in the marginal revenue products generated by workers. College basketball data allow for direct comparisons of the racial differences in the marginal revenues generated by players. This article compares the revenue generating potential of the top black and white college basketball players. A highly skilled white college player generates over $100,000 in per game revenues as compared to around $30,000 for a black player of equal talent, providing a strong incentive for colleges to discriminate against recruiting black student-athletes.