Evidence of ethnic discrimination in the Swedish labor market using experimental data

We present evidence of ethnic discrimination in the recruitment process by sending fictitious applications to real job openings. Applications with identical skills were randomly assigned Middle Eastern- or Swedish-sounding names and applications with a Swedish name receive fifty percent more callbacks for an interview.We extend previous analyses by adding register and interview information on firms/recruiters to the experimental data. We find that male recruiters and workplaces with fewer than twenty employees less often call applications with a Middle Eastern name for an interview.     

Subtle discrimination in the rental housing market: Evidence from e-mail correspondence with landlords

We find that landlords practice subtle discrimination in the rental housing market through the use of language associated with describing and viewing a unit, inviting further correspondence, making a formal greeting, and using polite language when replying to e-mail inquiries from a white name more often than to an African American name, they also send longer e-mails and respond quicker to white names.     

Instability in the labor market for researchers

R&D is both an activity which involves team effort, and with many of the features of a zero-sum game. This paper shows that these characteristics make the labor market for researchers unstable in the sense that firms have incentives to continuously change the composition of their research teams. Related results concerning the core of several cooperative games in characteristic form are also proved.     

The national internal labor market encounters the local labor market: Effects on employee retention

Formal salary systems are commonplace among medium to large-sized firms and within the United States government. However, there is little evidence regarding the costs, if any, of such systems. This study analyzes the effects on retention within the United States Air Force from an inflexible wage system failing to adequately compensate personnel for local compensating wage differentials. Using location-specific Air Force personnel records, I compare the differences between military and civilian wages, by occupation, across locations to determine if local labor markets play a significant role in the stay or leave decisions for personnel. Results show that rigid wage constraints do in fact impose costs on the firm through increased turnover in locations that fail to adequately adjust wages for the cost of living and amenities.     

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.     

Women of color in the labor market

While the labor force participation rates of women have increased, and women work in a wider range of occupations than they did two decades ago, there remain gaps between the status of women and men, as well as between white women and women of color. Additionally, as the female labor force becomes more diverse, there are also differences among women of color in labor force participation, unemployment, and occupational status. Based on projections regarding the future structure of the labor force, it is likely that even as the status of some women of color improves, many will remain stuck in low-wage service and clerical jobs.     

Behavior of the firm in a market for heterogeneous labor

This paper develops a dynamic model of the firm in a labor market where workers and jobs are heterogeneous with respect to skill. The firm's recruitment policy, in a heterogeneous market, consists of both a wage offer and a skill requirement. The explicit derivation of this policy serves to clarify the difference between the long-run and short-run relationship between wages and skills. The short-run shift in this relationship helps to explain the occupational upgrading that occurs in cyclical upswings. The model also highlights the impact of the skill level distribution on the rate of change of firms' wage offers.     

Sexual orientation discrimination in the labour market

This research examines the possible discrimination faced by gay men compared to heterosexuals when applying for jobs in the Greek private sector. This issue was addressed through the observation of employer hiring decisions. Mailing pairs of curriculum vitae, distinguished only by the sexual orientation of the applicants, led to the observation that gay men faced a significantly lower chance of receiving an invitation for an interview. However, in cases where employers called applicants back, the wages offered did not differ significantly between gay and heterosexual applicants. Nevertheless, there is substantial evidence to suggest that discrimination based on sexual orientation does exist in the Greek labour market, and at alarmingly high levels.     

Racial discrimination in the Boston housing market

Recent studies suggest that price differentials between what whites and blacks pay for housing are largely a function of changes in supply and demand in the two submarkets. These studies, however, estimate models that assume a unified housing market. As a result, imputed prices of housing attributes cannot vary with location, and the analyses obscure important racial price differentials. Based on a more realistic and complex housing market theory, the model described in this paper indicates that housing prices are substantially higher in the ghetto and transition areas than in white areas, and that within the same area blacks must pay more than whites for equivalent housing.     

Ethnic homophily perceptions as an emergent IHRM challenge: evidence from firms operating in Sri Lanka during the ethnic conflict

Ethnic conflict is a defining characteristic of the post-Cold War era and is prevalent particularly in emerging economies, areas of increasing interest to multinational enterprises. Yet little is known about the international human resource management challenges arising from such societal context. Utilizing social identity theory, we propose that ethnic homophily perceptions in the workplace – an employee's assessment that colleagues prefer working with ethnically similar others – is a reflection of the societal context and can be detrimental to the organization if not managed appropriately. We investigate whether contact theory offers insights to manage such perceptions. Drawing on a sample of 550 managers in Sri Lanka during a period of protracted ethnic conflict, we found that employee sensitivity to ethnic conflict in the societal context is positively related to ethnic homophily perceptions in the workplace, and that both ethnic diversity in workgroups and quality of work relationships serve to reduce perceptions of ethnic homophily.     

Firm-specific wage growth and changes in the labor market for managers

This paper analyzes recent changes in the employment relationships between managers and firms. In both Becker's and Lazear's models of firm-specific wage growth, compensation is deferred from early in an employee's tenure with a firm until later in the contract. The deferred compensation bonds the worker to the firm. Based on cross-sectional data from Current Population Surveys, rates of firm-specific wage growth are estimated for the managerial labor market. The findings show that the rate of wage growth that is firm-specific for managers in manufacturing industries declined significantly during the early 1980s. It is estimated, for example, that a manager with 12 years of tenure in a manufacturing firm enjoyed, on average, a 25% wage premium in 1979 over an otherwise similar manager who was a new hire in a firm. By 1983 the firm-specific wage premium for a manager with 12 years of tenure was only 5%. These changes represent a significant reduction in the strength of the employment bond between firms and managers, and a reduction in the incentive effects previously enjoyed by firms from the use of deferred-compensation schemes. This change is consistent with the significant increases in the displacement rates of managers that occurred during the 1980s.     

A non-Walrasian labor market in a monetary model of the business cycle

This paper investigates to what extent a new Keynesian, monetary model with the addition of a microfounded, non-Walrasian labor market solely based on union bargaining is able to replicate key aspects of the business cycle. The presence of a representative union offers an explanation for two features of the cycle. First, it generates an endogenous mechanism which produces persistent responses to both supply and demand shocks. Second, labor unionization reduces the elasticity of marginal costs to output. This leads to lower inflation volatility. Model simulations show that the unionized framework can better reproduce European business cycle data than can a model with a competitive labor market.     

Deregulation and price discrimination in the conveyancing market

Using data from a telephone survey of solicitors in England and Wales, this paper presents data on the impact of deregulation on price discrimination in 27 local conveyancing markets. It is concluded that variations in price discrimination can be explained not only by differences by firm and market structure but also by systematic differences in firm conduct. In particular, the nature of the response within different markets to deregulation in the legal profession (advertising and licensed conveyancers) has a significant effect on the extent of price discrimination.     

Using the LSAT as a labor market thermometer for lawyers

We rely upon a 50-state, 20-year panel to find that the number of Law School Admissions Test (LSAT) takers is only loosely related to economic conditions—although slightly more for men than for women, who in 2020 accounted for 58% of all LSAT takers. The number of test takers rose more than 35% between 2014 and 2020. This wave accentuated an already existing downtrend in the median real income of lawyers, and thus provides support for the hypothesis that most states have more lawyers than they need.     

A field study of rental market discrimination across origins in France

Discrimination against particular groups in the housing market increases search costs and limits optimal matching, thus resulting in economic and social inefficiencies. This paper tests for the existence of discrimination in the French rental market against individuals with names which signal their connection to five immigrant groups (Northern Africa, Sub-Saharan Africa, Turkey, Poland, Portugal-Spain) by implementing an online field study using one of France's largest online advertisements website. The results show that applicants with foreign sounding names coming from Northern Africa, Sub-Saharan Africa and Turkey are 16 to 22 percentage points less likely to receive a response than applicants with French names or names associated with Poland, Portugal or Spain. In addition, when applicants with foreign sounding names from any origin receive a response, it is significantly more likely to be negative or include a request for more information than responses to emails including French sounding names. Finally, we find some geographic differences in response rate differentials that are correlated with differences in the local income and share of immigrants. This provides evidence that landlords use names as a proxy for economic and other sociodemographic characteristics.     

Thick-market effects and churning in the labor market: Evidence from US cities

Workers change occupation and industry less often in more densely populated areas, a relationship that had not been previously reported. This reduced-form result is robust to standard demographic controls, as well as to including aggregate measures of human capital and sectoral mix. Analysis of displaced worker surveys shows that this relationship is present in cases of involuntary separation as well. In contrast, we actually find the opposite result (higher rates of occupational and industrial switching) for the subsample of younger workers. These results provide evidence consistent with increasing-returns-to-scale matching in labor markets. Results from a back-of-the-envelope calibration suggest that this mechanism has an important role in raising both wages and returns to experience in denser areas.     

A field experiment to study sex and age discrimination in the Madrid labour market

This article presents the findings of a field experiment carried out in Madrid which aims to analyse gender and age discrimination in hiring in the labour market of Madrid. A set of five pairs of fictitious man–woman curricula was sent in response to 1062 job offers in six occupations which were advertised on Internet over an eight-month period. It was quantified subsequently the extent to which the different firms contacted more or less the candidates of different sex, age and marital status. No discrimination is detected against women in terms of access to job interviews; however, discriminatory conduct is seen regarding the phenomenon of occupational gender segregation, in the sense that there is a continuance among employers of stereotyped views on the greater suitability of women for certain tasks. No evidence is found to indicate firms showing relative discrimination against married women with children in the first phase of hiring process. And a clear evidence of discrimination is obtained on the basis of age: firms show a substantial fall in interest over interviewing 38-year-old candidates (compared to those aged 24 or 28). This would imply that the tendency to discriminate against older workers may be high, and, what is more, it may start at a surprisingly young age.     

Analyzing the labor market activity of immigrant families in Germany

This paper analyzes whether immigrant families facing credit constraints adopt a family investment strategy wherein, upon arrival, an immigrant spouse invests in host country-specific human capital while the other partner works to finance the family's current consumption and the spouse's skills accumulation. Using data for West Germany, we do not find evidence for such a specialization strategy. We further examine the labor supply and wage assimilation of families whose members immigrated together relative to families whose members immigrated sequentially. Our estimates indicate that this differentiation is relevant for the analysis of the labor market activities of migrant households.