Statistical Discrimination and the Early Career Evolution of the Black- White Wage Gap

1996 ◽  
Vol 14 (1) ◽  
pp. 52-78 ◽  
Author(s):  
Gerald S. Oettinger
Keyword(s):  
Wage Gap ◽  
Early Career ◽  
Statistical Discrimination

scholarly journals Preference for the Workplace, Investment in Human Capital, and Gender*

2017 ◽  
Vol 133 (1) ◽  
pp. 457-507 ◽  
Author(s):  
Matthew Wiswall ◽  
Basit Zafar
Keyword(s):  
Wage Gap ◽  
College Major ◽  
Early Career ◽  
High Ability ◽  
Job Stability ◽  
Earnings Growth ◽  
Job Preferences ◽  
Selective University ◽  
And Gender

Abstract We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap.

scholarly journals On Different Tracks? Gender, Professional Strategies, and Early Career Wage Gaps

2017 ◽  
Vol 7 (2) ◽  
Author(s):  
Anne Grönlund
Keyword(s):  
Wage Gap ◽  
Work Conditions ◽  
Work And Family ◽  
Early Career ◽  
Wage Gaps ◽  
Market Theory ◽  
Family Responsibilities ◽  
Men And Women ◽  
Highly Educated ◽  
Dual Commitment

A longstanding notion in labor market theory is that women accommodate family responsibilities in their occupational and job choices. Utilizing a survey of newly graduated highly educated men and women in five occupations in Sweden (n≈2400), the article explores whether men and women differ in their professional strategies and if such differences produce early career wage gaps. Findings based on OLS regressions show that women express dual commitment to work and family; compared with men, they value ‘family-friendly’ work-conditions higher but do not value wages and career lower. Parenthood is not related to lower levels of career focus, but neutralizes occupational differences in family focus for women. Despite the select sample, women have lower wages than men, but the wage gap is not explained by different prioritization of family/career. The findings suggest that assumptions about gendered skill investments must be empirically scrutinized and theories further developed.

scholarly journals A Model of Occupational Licensing and Statistical Discrimination

2021 ◽  
Vol 111 ◽  
pp. 201-205
Author(s):  
Peter Q. Blair ◽  
Bobby W. Chung
Keyword(s):  
Black Men ◽  
Wage Gap ◽  
Empirical Finding ◽  
White Men ◽  
Comparative Statics ◽  
Statistical Discrimination ◽  
Wage Determination ◽  
Occupational Licensing ◽  
Demographic Groups ◽  
Racial Wage Gap

We develop a model of statistical discrimination in occupational licensing with endogenous occupation selection and wage determination. We find a unique equilibrium with sharp comparative statics. Our key theoretical result is that the licensing premium is higher for workers who are members of demographic groups that face a higher cost of licensing. The predictions of the model can explain, for example, the empirical finding in the literature that occupational licenses that preclude felons close the racial wage gap among men by conferring a higher premium to Black men than to White men (Blair and Chung 2018).

scholarly journals Selection on Ability and the Early Career Growth in the Gender Wage Gap

2017 ◽  
Author(s):  
Eduardo Fraga ◽  
Gustavo Gonzaga ◽  
Rodrigo R. Soares
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Early Career ◽  
Career Growth
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