Affirmative action in a competitive economy

Moro, Andrea; Norman, Peter

doi:10.1016/s0047-2727(01)00121-9

“…In many cases, a high level of segregation and a high spatial concentration of certain socio-cultural or ethnic groups are regarded as undesirable situations that may reinforce a disadvantaged socioeconomic position of certain population groups. This has prompted a debate on policies to reduce segregation in cities, for instance, by introducing a residential quota system, by fostering urban economic policies that would benefit less privileged people, or by implementing a system of affirmative action which would give priority to disadvantaged ethnic or socio-cultural groups in the local labor or housing market (see e.g., Feinberg, 1985;Moro and Norman, 2003).…”

Section: Highlights In His Bookmentioning

confidence: 99%

Cultural diversity: a matter of measurement

Nijkamp

¹

,

Poot²

2015

The Economics of Cultural Diversity

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.IZA Discussion Paper No. 8782 January 2015 ABSTRACTCultural Diversity: A Matter of Measurement * Cultural diversity -in various forms -has in recent years turned into a prominent and relevant research and policy issue. There is an avalanche of studies across many disciplines that measure and analyse cultural diversity and its impacts. Based on different perspectives and features of the available data, a great variety of diversity indicators have emerged. The present paper aims to highlight some critical issues involved in applying such measures of cultural diversity. A selection of commonly used or recently advocated measures are reviewed. Measures of population diversity can be calculated at different spatial scales and used to analyse spatio-temporal heterogeneity. Additionally, there is a growing interest in measuring spatial dependence, particularly in the form of segregation or clusters. We conclude that there will be in the future considerable scope for adopting multidimensional and cultural distance-weighted measures of diversity. Such measures will be increasingly calculated by means of rich geo-referenced longitudinal micro data. However, adopted measures must be better motivated by behavioural theories. Further research on the determinants and impacts of observed measures of diversity is also likely to be fruitful, particularly in a dynamical setting.JEL Classification: C00, D63, J15, R23, Z13

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“…Donohue and Heckman 1991 also use a broad definition of affirmative action to conclude that the impact of Civil Rights policies were effective in improving the relative performance of blacks in the labor market in the late 1960s and early 1970s. A quota system, though, has the advantage of a clear quantitative implementation and some authors consider the difference between affirmative action and a quota system as merely semantic (Moro and Norman 2003). The difference between the two definitions is considered very relevant by the recent Supreme Court opinion about affirmative action.…”

mentioning

confidence: 99%

Gender Discrimination Estimation in a Search Model With Matching and Bargaining*

Flabbi

¹

2010

Int Economic Review

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in Gender Discrimination Estimation in a Search Model with Matching and Bargaining Luca Flabbi D I S C U S S I O N P A P E R S E R I E S ABSTRACT Gender Discrimination Estimation in a Search Model with Matching and Bargaining *Gender wage differentials, conditional on observed productivity characteristics, have been considered a possible indication of prejudice against women in the labor market. However, there is no conclusive evidence on whether these differentials are due to labor market discrimination or to unobserved productivity differences. The objective of this paper is to propose a solution for this identification problem by developing and estimating a search model of the labor market with matching, bargaining and employers' taste discrimination. In equilibrium all types of employers wage discriminate women: prejudiced employers because of preference and unprejudiced employers because of spillover effects that worsen the bargaining position of women. Estimation is performed by maximum likelihood on Current Population Survey data for the year 1995. Results indicate that the productivity of women is 6.5% lower than the productivity of men and that about half of the employers are prejudiced against women. Three policy experiments are implemented using the estimated parameters: an equal pay policy, an affirmative action policy and a wage differential decomposition that takes into account equilibrium effects.JEL Classification: C51, J7, J64

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“…Coate et Loury (1993) résolvent donc le problème de Arrow (1973). Moro et Norman (2003) et Moro (2003) proposent un extension intéressante du modèle de Coate et Loury (1993) en endogénéisant les salaires et en considérant que les salariés ne sont plus appariés de façon aléatoire à une entreprise mais qu'ils la choisissent en fonction des rémunérations proposées. Toutefois, les conclusions sur la persistance à long terme de la discrimination n'en sont pas modifi ées.…”

Section: A Priori Sur Les Compétences Et Discrimination à Long Termeunclassified

Écarts salariaux et disparités professionnelles entre sexes : développements théoriques et validité empirique

Havet

¹

2005

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Cet article recense l’apport de la théorie économique dans la compréhension des causes des disparités professionnelles entre sexes. Parmi les premières théories développées, deux courants s’opposent : des modèles justifiant ces différences par des écarts de productivité et les théories de la discrimination qui les expliquent, soit par les préjugés des employeurs à l’encontre des femmes, il s’agit dans ce cas de discrimination par goût, soit par des imperfections d’informations, on parle alors de discrimination statistique. Or, ces théories dans leur version les plus simples se sont révélées peu convaincantes dans leur validité empirique. C’est pourquoi des modèles de discrimination de seconde génération ont été développés : ils dépassent l’opposition stricte entre différences de productivité et discrimination. Les modèles de discrimination par goût font désormais intervenir la dynamique des coûts reliés à la recherche d’emplois. Les modèles de discrimination statistique obtiennent quant à eux des conclusions plus convaincantes en se plaçant dans un contexte informationnel plus complexe et en y intégrant les concepts de la théorie du capital humain.This paper is a survey of economic theories that focus on the explanation of gender professionnal disparities. Starting from the first theories that were developed, two opposite branches emerge: a) models that relate differences to productivity differentials and b) theories of discrimination which attribute differences to either employers’ prejudices (i.e. “taste discrimination”) or imperfect information (i.e. “statistical discrimination”). However, all of these theories in their earliest version are not supported by empirical evidence. Consequently, models of second generation have been developed that go beyond the strict opposition betweeen productivity differentials and discrimination. For example, models of taste discrimination integrate henceforth the dynamic of job-search costs. Models of statistical discrimination obtain more convincing conclusions by being based on a more complex informational context and by introducing concepts of human capital theory

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Affirmative action in a competitive economy

Cited by 82 publications

References 2 publications

Cultural diversity: a matter of measurement

Cultural diversity: a matter of measurement

Gender Discrimination Estimation in a Search Model With Matching and Bargaining*

Écarts salariaux et disparités professionnelles entre sexes : développements théoriques et validité empirique

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