Do Black-Owned Businesses Employ Minority Workers? New Evidence

1988 ◽  
Vol 16 (4) ◽  
pp. 51-64 ◽  
Author(s):  
Timothy Bates
Keyword(s):  
Labor Force ◽  
Small Firms ◽  
White Collar ◽  
Blue Collar ◽  
Racial Composition ◽  
Large Firms ◽  
New Evidence ◽  
Minority Workers

Most of the workers employed by black-owned businesses are minorities. This pattern typifies small firms as well as large firms, firms in blue collar industries such as construction as well as in white collar industries such as finance. The hypothesis that reliance upon minority workers may restrict the viability of black firms is tested and rejected; there appears to be no relationship between firm viability and labor force racial composition.

Change in the Racial Composition of Occupations, 1960–1970

1987 ◽  
Vol 30 (2) ◽  
pp. 115-142 ◽  
Author(s):  
Mark D. Hayward ◽  
Shelley Coverman
Keyword(s):  
Racial Inequality ◽  
Industrial Structure ◽  
White Collar ◽  
Blue Collar ◽  
Economic Conditions ◽  
Racial Composition ◽  
Black Workers ◽  
Black Employment ◽  
Structural Growth ◽  
The 1960S

This study estimates change in the racial inequality of employment during the 1960s, a decade characterized by substantial economic growth and significant government antidiscriminatory activity. The focus is on the influence of (1) structural change, as measured by industrial and occupational growth, and (2) indicators of industrial structure (e.g., profitability, concentration) on change in the racial composition of occupations within industries. The analysis indicates that black workers in both white-collar and blue-collar occupations made relative employment gains primarily in expanding sectors of the economy. The structural growth that occurred in the 1960s, therefore, had substantial benefits for black employment opportunities. Extrapolating from our findings on black employment gains in the 1960s, we conclude that there is little reason to expect dramatic progress in positional inequality for blacks today given current political and economic conditions.

Advance Notice and Unemployment: New Evidence from the 1988 Displaced Worker Survey

ILR Review ◽  
1992 ◽  
Vol 45 (4) ◽  
pp. 645-664 ◽  
Author(s):  
John T. Addison ◽  
Pedro Portugal
Keyword(s):  
White Collar ◽  
Blue Collar ◽  
Blue Collar Workers ◽  
Positive Effects ◽  
White Collar Workers ◽  
Advance Notice ◽  
Duration Of Unemployment ◽  
Displaced Worker ◽  
New Evidence ◽  
Male Workers

This paper examines how advance notice of layoff affects the incidence and duration of unemployment following displacement. The authors use the Displaced Worker Survey for 1988, which, unlike earlier surveys in the series, contains information on written notice. The results are mixed. Longer written notice may more than double the proportion of white-collar workers who move directly to new employment. But written notice has no such positive effects for blue-collar workers, regardless of its length. Informal (unwritten) notice benefits male workers, either by improving their chances of avoiding unemployment (white-collar men) or by reducing the average spell of unemployment (blue-collar men).

scholarly journals Wage Inequality, Firm Size and Gender: The Case of CANADA

2020 ◽  
Vol 8 (2) ◽  
pp. 27-37
Author(s):  
Sadequl Islam ◽  
Mohammad Safavi
Keyword(s):  
Labor Force ◽  
Wage Inequality ◽  
Firm Size ◽  
Small Firms ◽  
Large Firms ◽  
Labor Force Survey ◽  
And Gender ◽  
Using Data

Using data from the Labor Force Survey, February 2006 and 2019 of Canada, we document a decrease in wage inequality for females and males. In 2006 and 2019, wage inequality in small firms is higher than large firms and much of overall wage inequality occurs within groups (firm size and sex) rather than between groups.  

The Hiring Decisions and Compensation Structures of Large Firms

ILR Review ◽  
2003 ◽  
Vol 56 (4) ◽  
pp. 663-681 ◽  
Author(s):  
Luojia Hu
Keyword(s):  
Older Workers ◽  
Small Firms ◽  
White Collar ◽  
Large Firms ◽  
Limited Evidence ◽  
Capital Theory ◽  
Younger Workers ◽  
White Collar Workers ◽  
Specific Human Capital ◽  
New Hires

This paper investigates differences between large and small firms in new hires' ages and in compensation structures. An analysis of data from the Benefits Supplement to the Current Population Survey (CPS) shows that large firms hired younger workers than small firms and awarded starting wages that discriminated less between young and older workers. Most strikingly, the well-known wage premium associated with employment in large firms did not obtain for white-collar workers who were hired at age 35 or older, due to large firms' preference for younger new hires. Another finding is that wage growth in large firms equaled or exceeded that in small firms. The author argues that these findings accord with firm-specific human capital theory. Finally, limited evidence from the 1995 BLS Survey of Employer-Provided Training and the CPS suggests that industries that train more also hire younger workers.

scholarly journals Association between procrastination, white-collar work and obesity in Japanese male workers: a cross-sectional study

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e029931 ◽  
Author(s):  
Akihiko Narisada ◽  
Kohta Suzuki
Keyword(s):  
Weight Gain ◽  
White Collar ◽  
Cross Sectional Study ◽  
Blue Collar ◽  
Sectional Study ◽  
Related Factors ◽  
Cross Sectional ◽  
Adult Weight ◽  
Japanese Male ◽  
Male Workers

ObjectiveTo investigate the associations among procrastination (time inconsistency), work environment and obesity-related factors in Japanese male workers.DesignCross-sectional study.SettingData were collected at two work sites of Japanese electronics manufacturing company in 2015.Participants795 full-time male workers in a Japanese electric company, aged 35–64 years, who underwent health checkups in 2015.Main outcome measuresBody mass index (BMI), adult weight change, obesity (BMI ≥25 kg/m2), adult weight gain over 10 kg (AWG10) and metabolic syndrome (MetS). Multivariable linear and logistic regression analyses were performed to assess the associations of procrastination assessed by using a one-item questionnaire and white-collar and blue-collar work with obesity-related factors.ResultsWhite-collar workers with high procrastination levels showed positive associations with BMI (B: 0.75, 95% CI 0.06 to 1.44) and adult weight change (B: 1.77, 95% CI 0.26 to 3.29), and had increased odds of AWG10 (OR: 1.85, 95% CI 1.04 to 3.29) and MetS (OR: 2.29 95% CI 1.18 to 4.44) after adjustment for age, education, work-related factors and lifestyle factors. However, such positive associations were not observed among blue-collar workers.ConclusionsProcrastination and white-collar work might have a joint effect on weight gain during adulthood and consequential obesity.

scholarly journals Custodial Single Fathers before and during the COVID-19 Crisis: Work, Care, and Well-Being

2021 ◽  
Vol 10 (3) ◽  
pp. 94
Author(s):  
Aimzhan Iztayeva
Keyword(s):  
Family Conflict ◽  
Leisure Time ◽  
Extended Family ◽  
White Collar ◽  
Well Being ◽  
Support Networks ◽  
Blue Collar ◽  
Single Fathers ◽  
Work Family Conflict ◽  
Work Family

As both paid and unpaid work were disrupted during the COVID-19 crisis, the two roles that working custodial single fathers occupy—breadwinners and caregivers—have intensified significantly. Using two independent sets of interviews, this study examines how custodial single fathers navigated work and caregiving responsibilities prior to COVID-19 and compares them to the experiences of single fathers interviewed during the pandemic. The findings are organized into three key themes. First, men with white-collar jobs experienced less work-family conflict than men with blue-collar jobs. The COVID-19 crisis further widened this divide as lack of flexibility put men with blue-collar jobs in a precarious position in the labor market. Second, the way single fathers arranged childcare varied with the availability of extended family and the coparenting relationship with the child(ren)’s mother. The pandemic significantly complicated these arrangements by removing men’s access to extended family and intensifying already conflicted coparenting relationships. Finally, prior to the pandemic, many single fathers struggled with lack of leisure time and diminished social support networks that shrunk with their initial break from their child(ren)’s mother. The resulting feelings of fatigue and loneliness seeped into men’s psychological well-being. COVID-19 and related social distancing measures further exacerbated single fathers’ isolation.

The Strategic Behavior of Firms with Debt

2016 ◽  
Vol 51 (5) ◽  
pp. 1611-1636 ◽  
Author(s):  
Jérôme Reboul ◽  
Anna Toldrà-Simats
Keyword(s):  
Small Firms ◽  
Strategic Behavior ◽  
Financing Constraints ◽  
Large Firms ◽  
Market Shares ◽  
Probability Of Bankruptcy ◽  
The Difference

We empirically study the strategic behavior of levered firms in competitive and noncompetitive environments. We find that regulation induces firms to increase leverage, and this reduces their ability to compete when deregulation occurs. Large and small levered firms adopt different strategies upon deregulation. Whereas more levered small firms charge higher prices to increase margins at the expense of market shares, highly levered large firms prey on their rivals by increasing output and reducing prices to increase their market shares. The difference in their behavior is due to differences in their probability of bankruptcy and their financing constraints.

Limbo: Blue-Collar Roots, White-Collar Dreams (review)

2004 ◽  
Vol 7 (3) ◽  
pp. 440-442
Author(s):  
Richard J. (Richard Jay) Jensen
Keyword(s):  
White Collar ◽  
Blue Collar
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