THE federal government is the largest employer in the United States. In 1978, it employed over 2.4 million full-time civilian workers, of whom 31.1 percent were women, and 22.0 percent were classified as minority employees.' The evidence in several recent studies suggests that the earnings of minorities and women employed by the federal government are substantially lower than the earnings of "s...

Most cases settle, in employment discrimination litigation as elsewhere. Unfortunately, empirical knowledge of settlements remains limited. Data scarcity fuels untested perceptions and, all too frequently, misperceptions about how employment disputes are resolved. This Essay exploits a unique data set of successful settlements in the U.S. District Court for the Northern District of Illinois fro...

Evidence from recent laboratory experiments suggests that ethnic identification can lead to negative evaluations of ethnic minorities (Kaiser & Pratt-Hyatt, 2009). The current research considers the generalizability of these findings to face-to-face interactions in contexts wherein impression management concerns are salient: the workplace hiring process. In a field experiment, Black, Hispanic, ...

We use a discrete-time proportional hazards model of time to involuntary employment termination. This model enables us to examine both the continuous effect of the age of an employee and whether that effect has varied over time, generalizing earlier work [Kadane and Woodworth J. Bus. Econom. Statist. 22 (2004) 182–193]. We model the log hazard surface (over age and time) as a thin-plate spline,...

BACKGROUND Around the globe, discrimination has emerged as a social issue requiring serious consideration. From the perspective of public health, the impact of discrimination on the health of affected individuals is a subject of great importance. On the other hand, subjective well-being is a key indicator of an individual's physical, mental, and social health. The present study aims to analyze ...

ersons who in good faith file formal reports of actual or suspected incidents of abuse or neglect of vulnerable persons with appropriate officials are protected by law from their employers’ retaliatory actions. The Court of Appeals of Minnesota ruled recently, however, that this legal protection will not be extended to a caregiver employed to work with developmentally disabled adults who makes ...