Comparable Worth and Discrimination in Labor Markets

Comparable Worth Theory of Title VII Sex Discrimination in Compensation

Comparable Worth: A Rejoinder

Both the choice and crowding hypotheses can explain occupational wage differentials. If wage differentials are the product of choice, there is no cause for concern because individuals who freely choose to enter a lower-paying occupation cannot be worse off. If wage differentials are the product of crowding (discrimination), we demonstrate that the best solution is to attack barriers to entry di...

Statistical Discrimination in Labor Markets: An Experimental Analysis

This article reports results from controlled laboratory experiments designed to study secondmoment (that is, risk-based) statistical discrimination in a labor market setting. Since decision makers may not view risk in the same way as economists or statisticians (that is, risk = variance of distribution), we also examine alternative measures of risk: the support of the distribution and the proba...

Racial Discrimination in Labor Markets with Posted Wage Offers

We develop a model of race discrimination in labor markets in which offered wage rates are posted along with job openings. If an employer with a job vacancy and a posted wage receives a pool of applicants, she chooses the most qualified and, if the best applicants are equally qualified, she is free to make an arbitrary, or perhaps a discriminatory, choice. We develop a game in which firms post ...

Labor Specialization, Ethnicity, and Metropolitan Labor Markets

This paper provides an empirical assessment of the extent to which co-ethnic workers are underor overrepresented in industry and occupation-based employment sectors based on the characteristics of workers themselves, attributes and resources of ethnic groups in which workers are affiliated, and characteristics of metropolitan areas. Specifically, the paper evaluates two claims found in the lite...