scholarly journals The Relative Earnings of Visible Minorities in Canada

2003 ◽  
Vol 57 (4) ◽  
pp. 630-659 ◽  
Author(s):  
Robert Swidinsky ◽  
Michael Swidinsky
Keyword(s):  
Labour Market ◽  
Work Experience ◽  
Minority Groups ◽  
Visible Minority ◽  
Visible Minorities ◽  
Relative Earnings ◽  
Using Data ◽  
Foreign Work ◽  
New Evidence ◽  
Immigrant Men

Summary This article presents new evidence on the relative earnings of visible minority immigrant and native-born paid workers in Canada using data from the 1996 Census. Our findings show that labour market disadvantages associated with visible minority status are largely confined to immigrant men. The earnings deficits imputed to minority native-born men and immigrant women are fairly modest, and it appears that native-born women are paid a premium. Among immigrant men, labour market disadvantages are apparent primarily among those who were older when they arrived in Canada. There is some evidence that foreign work experience is relatively undervalued, but there is little evidence that immigrants receive lower compensation for foreign-based schooling. Finally, our analysis of individual ethnic minority groups reveals that Black men are most profoundly affected by labour market discrimination: The earnings deficit they must contend with is both significant and inter-generationally persistent.

scholarly journals Social class versus cultural identity as factors in the residential segregation of ethnic groups in Toronto, Montreal and Vancouver for 2001

2005 ◽  
Vol 32 (2) ◽  
pp. 203 ◽  
Author(s):  
T. R. Balakrishnan ◽  
Paul Maxim ◽  
Rozzet Jurdi
Keyword(s):  
Social Class ◽  
Ethnic Groups ◽  
Residential Segregation ◽  
Minority Groups ◽  
South Asians ◽  
The United States ◽  
Visible Minority ◽  
Cultural Preferences ◽  
Visible Minorities ◽  
Using Data

This article examines the relevance of the spatial assimilation model in understanding residential segregation of ethnic groups in the three largest gateway cities of Canada. Using data from the census of 2001 it finds that while the model may have worked for the European groups they are less applicable to the visible minorities such as the Chinese, South Asians and Blacks. Residential segregation reduces with generation for the European groups but not for the visible minorities. Canadian patterns seem to be different from that seen in the United States. Many visible minority groups maintain their concentration levels even in the suburbs. The findings seem to indicate that cultural preferences may be just as important as social class in the residential choices of visible minority groups.

scholarly journals Career Satisfaction: A Look behind the Races

2011 ◽  
Vol 65 (4) ◽  
pp. 584-608 ◽  
Author(s):  
Margaret Yap ◽  
Wendy Cukier ◽  
Mark Robert Holmes ◽  
Charity-Ann Hannan
Keyword(s):  
South Asian ◽  
Financial Services ◽  
Minority Groups ◽  
Career Satisfaction ◽  
Labour Force ◽  
Information And Communications Technology ◽  
Visible Minority ◽  
Visible Minorities ◽  
The Difference ◽  
Black Employees

Previous studies have largely focused on the career success of white employees (Heslin, 2005). Using recent survey data, this paper examines the career satisfaction levels of white/Caucasian and visible minority managerial, professional and executive employees in the information and communications technology [ICT] and financial services sectors in corporate Canada. Given that the demographic makeup of organizations in Canada is drastically changing with the aging population and the increasing participation of visible minorities in the labour force, it is crucial for managers and organizations to understand their employees’ level of career satisfaction. Studies have found that employees who are more satisfied with their careers are more engaged and thus are more likely to actively contribute to the organization’s success (Peluchette, 1993; Harter, Schmidt and Hayes, 2002). Findings from this paper showed that the average career satisfaction scores were lower for visible minority employees than for white/Caucasian employees. In addition, variations were found between white/Caucasian employees and Chinese, South Asian and Black visible minority employees. While Black employees were 13.0% less satisfied than white/Caucasian employees, Chinese employees were only 8.3% less satisfied than their white/Caucasian counterparts, and the difference between South Asian and white/Caucasian employees was found to be insignificant. Decomposition analyses show that over 58% to 82% of the difference in career of satisfaction scores, depending on the ethnic group, can be accounted for by factors included in this paper. Of the unexplained portion, most of the differences in career satisfaction between white/Caucasian and minority groups are attributable to higher returns to white/Caucasian employees’ human capital and demographic characteristics.

Sex (And Ethnicity) in the City: Affinity Voting in the 2014 Toronto Mayoral Election

2016 ◽  
Vol 49 (2) ◽  
pp. 359-383 ◽  
Author(s):  
Karen Bird ◽  
Samantha D. Jackson ◽  
R. Michael McGregor ◽  
Aaron A. Moore ◽  
Laura B. Stephenson
Keyword(s):  
Minority Groups ◽  
Vote Choice ◽  
Interactive Effects ◽  
Visible Minority ◽  
Ethnic Chinese ◽  
Visible Minorities ◽  
Mayoral Election ◽  
White Voters ◽  
Minority Candidate ◽  
The City

AbstractDo women vote for women and men for men? Do visible minorities vote for minority candidates, and white voters for white candidates? And what happens when a minority woman appears on the ballot? This study tests for the presence of gender and ethnic affinity voting in the Toronto mayoral election of 2014, where Olivia Chow was the only woman and only visible minority candidate among the three major contenders. Our analysis, which draws on a survey of eligible Toronto voters, is the first to examine the interactive effects of sex and ethnicity on vote choice in Canada in the context of a non-partisan election and in a non-experimental manner. We find strong evidence of ethnic affinity voting and show that Chow received stronger support from ethnic Chinese voters than from other minority groups. Our results also reveal that gender was related to vote choice but only when connected with race.

The Role of Women in the Australian Labour Market: A Survey of the Literature

1982 ◽  
Vol 24 (3) ◽  
pp. 315-336 ◽  
Author(s):  
Sandra Eccles
Keyword(s):  
Labour Market ◽  
Work Experience ◽  
Research Effort ◽  
Occupational Segregation ◽  
Women's Issues ◽  
Factors Influencing ◽  
Relative Earnings ◽  
Role Of Women ◽  
Women In The Workforce

This article surveys the Australian literature on the labour market involvement of women. The increasing prominence of women in the workforce has generated a research effort designed to investigate various aspects of women's employment, unemployment, work experience and earnings. Recently there has been an upsurge of interest in women's issues which has prompted an intensification of research into the role of women in the labour market. However, there remain a number of impor tant gaps in our understanding of that role, notably with regard to the workforce behaviour of women, the factors influencing the maintenance of occupational segregation of the sexes, and the significance and nature of discrimination in depressing the relative earnings of women.

scholarly journals New Evidence on International Transferability of Human Capital

2020 ◽  
Vol 11 (1) ◽  
Author(s):  
Eric M. Gibbons ◽  
Sankar Mukhopadhyay
Keyword(s):  
Human Capital ◽  
Work Experience ◽  
Previous Attempt ◽  
Source Country ◽  
Specific Experience ◽  
Returns To Work ◽  
General Experience ◽  
Using Data ◽  
New Evidence ◽  
And Task

AbstractThis article sheds new light on the portability of human capital. We estimate the returns to source country experiences, viz., general, occupation-specific, and task-specific experiences, using data from the New Immigrant Survey (NIS), conducted in 2003. While the “returns to general experience” has been discussed in the literature, we are not aware of any previous attempt to estimate the returns to source country occupation-specific and task-specific experiences. Our estimates show that even though the returns to source country general experience is negligible, returns to source country occupation-specific experience is economically and statistically significant. We also find that returns to source country abstract (specifically analytical) task-specific experience is substantial and significant. Our results are robust to inclusion of source country wage, which may reflect unobservable characteristics that influence wages. We explore whether returns to work experience vary by income level in the source country or by an immigrant’s skill level.

scholarly journals Null effects of neighbourhood increases in visible minorities on radical right wing party mobilisation

2021 ◽  
pp. 000169932110556
Author(s):  
Juta Kawalerowicz ◽  
Anders Hjorth-Trolle
Keyword(s):  
Minority Groups ◽  
Positive Association ◽  
Radical Right ◽  
Small Scale ◽  
Visible Minority ◽  
Significant Finding ◽  
Immigrant Background ◽  
Visible Minorities ◽  
Radical Right Parties ◽  
Geocoded Data

In many European countries, a growing share of population with immigrant background coincides with the surge in support for radical right parties. In this paper we show how such increases affect radical right candidacy. We use Swedish register data which identifies political candidates. With geocoded data, we match individuals running for the Sweden Democrats to their local neighbourhood contexts, and measure changes in the share of visible minority residents at scales ranging from 100 meters to 2 kilometres. For those who stayed in the same neighbourhood between 2006 and 2010, the change in the share of visible minorities generally does not affect the decision to join the pool of party candidates. This result is robust when we introduce additional tests and select on the scale of the neighbourhood, unemployment terciles, change in share of visible minority groups terciles, and entry threshold into the pool of candidates. For those who stayed in the same neighbourhood, the only significant finding is a small mobilisation effect for a subsample of individuals who live in densely populated metropolitan neighbourhoods – here we also observe a halo effect, with negative association for small-scale changes and positive association for changes in the larger halo zone.

scholarly journals Ethno-racial Disparities In Canada’s Labour Market: The Case Of Recent Graduates

2021 ◽  
Author(s):  
Ravinder Singh Mehmi
Keyword(s):  
Labour Market ◽  
South Asians ◽  
Postsecondary Institutions ◽  
Visible Minority ◽  
Racial Groups ◽  
Full Time ◽  
Market Outcomes ◽  
Visible Minorities ◽  
Recent Graduates ◽  
Educational Credentials

This study explores the labour market outcomes of recent-graduate visible-minorities who did not obtain any non-Canadian educational credentials, of any level, prior to their graduation (e.g. “generation 1.5+”). Using the 2013 National Graduates Survey, which surveyed those who graduated from Canadian public-postsecondary institutions in the 2009-2010 academic year, this study assesses the incomes and (un)employment statuses of Canada’s four largest ethno-racial groups—Whites, South Asians, Chinese, and Blacks. Approximately 93% of the subsample under analysis is Canadian-born. The results show that, amongst those who held a full-time job at the time of the survey, the visible-minority subgroups do not experience any earnings penalties versus their White counterparts (by gender)—but rather some subgroups show earnings premiums. However, some visible-minority subgroups, such as the South Asian males, show substantially higher odds of being unemployed versus their White counterparts (by gender). Limitations and implications are discussed.

scholarly journals Ethno-racial Disparities In Canada’s Labour Market: The Case Of Recent Graduates

2021 ◽  
Author(s):  
Ravinder Singh Mehmi
Keyword(s):  
Labour Market ◽  
South Asians ◽  
Postsecondary Institutions ◽  
Visible Minority ◽  
Racial Groups ◽  
Full Time ◽  
Market Outcomes ◽  
Visible Minorities ◽  
Recent Graduates ◽  
Educational Credentials

This study explores the labour market outcomes of recent-graduate visible-minorities who did not obtain any non-Canadian educational credentials, of any level, prior to their graduation (e.g. “generation 1.5+”). Using the 2013 National Graduates Survey, which surveyed those who graduated from Canadian public-postsecondary institutions in the 2009-2010 academic year, this study assesses the incomes and (un)employment statuses of Canada’s four largest ethno-racial groups—Whites, South Asians, Chinese, and Blacks. Approximately 93% of the subsample under analysis is Canadian-born. The results show that, amongst those who held a full-time job at the time of the survey, the visible-minority subgroups do not experience any earnings penalties versus their White counterparts (by gender)—but rather some subgroups show earnings premiums. However, some visible-minority subgroups, such as the South Asian males, show substantially higher odds of being unemployed versus their White counterparts (by gender). Limitations and implications are discussed.

Spatial mismatch beyond black and white: Levels and determinants of job access among Asian and Hispanic subpopulations

Urban Studies ◽  
2017 ◽  
Vol 55 (8) ◽  
pp. 1800-1820 ◽  
Author(s):  
Janeria Easley
Keyword(s):  
Labour Market ◽  
Racial Differences ◽  
Minority Groups ◽  
Spatial Mismatch ◽  
Market Outcomes ◽  
Data Set ◽  
Black And White ◽  
The Usa ◽  
Labour Market Outcomes ◽  
Using Data

United States (US) based research suggests that distance between residency and employment constrains labour market outcomes for black Americans. Work on this phenomenon, termed spatial mismatch, suggests that residential segregation from whites shapes labour market outcomes among blacks by restricting access to job-dense suburbs. However, few studies examine patterns and drivers of spatial mismatch among Asian and Hispanic subpopulations. Using data on job counts from the 2010 Zip Code Business Patterns data set and on population counts from the 2010 US decennial Censuses, I estimate spatial mismatch for the largest ethnoracial groups in the USA: black, white, Mexican, Puerto Rican, Cuban, Indian, Chinese, Filipino, Korean, Japanese and Vietnamese Americans. To measure spatial mismatch, I create indices of dissimilarity between jobs and residency for all Metropolitan Statistical Areas (MSAs) with available data. Estimates of spatial mismatch based on panethnic categories mask subpopulation heterogeneity. Most subgroups experience higher spatial mismatch than indicated by the panethnic category. The results also show novel racial differences: the average Vietnamese and Cuban American experience higher spatial mismatch than the average black American. Segregation from whites is a central predictor of exposure to spatial mismatch across all minority groups, though findings suggest that this relationship is not driven by suburbanisation.

scholarly journals Engagement Strategy for a Racism-Free Workplace

2021 ◽  
Vol 12 (2) ◽  
pp. 165-171
Author(s):  
John Samuel ◽  
Nand Tandon
Keyword(s):  
Public Policy ◽  
High Education ◽  
First Nations ◽  
Federal Government ◽  
Minority Groups ◽  
Aboriginal Peoples ◽  
Visible Minority ◽  
Executive Summary ◽  
Visible Minorities ◽  
Workplace Barriers

Executive summary of a Canadian qualitative study conducted by John Samuel and Nand Tandon, John Samuel and Associates, Ottawa (2015). Despite being conducted several years ago, the study has remained unpublished until its inclusion in this CPI issue. The research examines systemic issues and barriers encountered by members of the First Nations and visible minorities in the high education segment of the Canadian workplace, barriers that remain in Canada today. The Engagement Plan for a Racism-Free Workplace forms part of the Labour Program of [the federal government’s] HRSDC’s drive to end race-based discrimination in the workplace faced by Aboriginal peoples and members of visible minority groups. As well, the federal government has made a commitment to removing race-related barriers in the workplace and to consulting racial and ethnic groups in developing public policy to achieve this objective.

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