A general equilibrium model of statistical discrimination

Moro, Andrea; Norman, Peter

doi:10.1016/s0022-0531(03)00165-0

Cited by 117 publications

(85 citation statements)

References 10 publications

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“…Another more widely cited form of discrimination, statistical discrimination, occurs when employers base hiring, promotion, and compensation on worker stereotypes because of incomplete information about worker productivity (Phelps 1972;Arrow 1973;Bowlus and Eckstein 2002;Moro and Norman 2004). …”

Section: Discrimination Theoriesmentioning

confidence: 99%

Before and After: Gender Transitions, Human Capital, and Workplace Experiences

Schilt

Wiswall

2008

The B.E. Journal of Economic Analysis &Amp; Policy

101

109

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We use the workplace experiences of transsexuals -individuals who change their gender typically with hormone therapy and surgery -to provide new insights into the longstanding question of what role gender places in shaping workplace outcomes. Using an original survey of a sample of male-to-female and female-to-male transsexuals, we document their earnings and employment experiences of transsexuals before and after their gender transitions. We find that while transsexuals have the same human capital after their transitions, their workplace experiences often change radically. For many male-to-female transsexuals, becoming a woman brings a loss of authority and pay, and often harassment and termination. On the other hand, for many female-to-male transsexuals, becoming a man brings increases in workplace respect, authority, and, in some cases, earnings. These findings challenge the omitted variables explanations for the gender pay gap and illustrate the often hidden and subtle processes that produce gender inequality in workplace outcomes.

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Section: Discrimination Theoriesmentioning

confidence: 99%

Before and After: Gender Transitions, Human Capital, and Workplace Experiences

Schilt

Wiswall

2008

The B.E. Journal of Economic Analysis &Amp; Policy

101

109

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“…Statistical discrimination originated from Arrow (1971) and Phelps (1972), and was systematized by Aigner and Cain (1977); Coate and Loury (1993); Moro and Norman (2004). It assumes statistical thinking by employers, but a scarcity of information on worker productivity at the time of hiring.…”

Section: Approach and Data Collectionmentioning

confidence: 99%

A multidisciplinary survey on discrimination analysis

Romei

Ruggieri

2013

The Knowledge Engineering Review

220

173

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The collection and analysis of observational and experimental data represent the main tools for assessing the presence, the extent, the nature, and the trend of discrimination phenomena. Data analysis techniques have been proposed in the last fifty years in the economic, legal, statistical, and, recently, in the data mining literature. This is not surprising, since discrimination analysis is a multi-disciplinary problem, involving sociological causes, legal argumentations, economic models, statistical techniques, computational issues. The objective of this survey is to provide a guidance and a glue for researchers and anti-discrimination data analysts on concepts, problems, application areas, datasets, methods and approaches from a multidisciplinary perspective. We organize the approaches according to their method of data collection as observational, quasi-experimental and experimental studies. A fourth line of recently blooming research on knowledge discovery based methods is also covered. Observational methods are further categorized on the basis of their application context: labor economics, social profiling, consumer markets, and others.

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“…Moro and Norman [2004] consider a setting in which individuals choose whether to make a costly investment in education, when firms receive noisy signals of that investment.…”

Section: Related Literaturementioning

confidence: 99%

Fraternities and Labor-Market Outcomes

Popov

Bernhardt²

2012

American Economic Journal: Microeconomics

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We model how student choices to rush a fraternity, and fraternity admission choices, interact with signals firms receive about student productivities to determine labormarket outcomes. The fraternity and students value wages and fraternity socializing values. We provide sufficient conditions under which, in equilibrium, most members have intermediate abilities: weak students apply, but are rejected unless they have high socializing values, while most able students do not apply to avoid taint from association with weaker members. We show this equilibrium reconciles the ability distribution of fraternity members at the University of Illinois, and estimate the fraternity's welfare impact on different students.

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A general equilibrium model of statistical discrimination

Cited by 117 publications

References 10 publications

Before and After: Gender Transitions, Human Capital, and Workplace Experiences

Before and After: Gender Transitions, Human Capital, and Workplace Experiences

A multidisciplinary survey on discrimination analysis

Fraternities and Labor-Market Outcomes

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