Analysis of employment discrimination through homogeneous job groups

Conway, Delores A.; Roberts, Harry V.

doi:10.1016/0304-4076(94)90079-5

Cited by 8 publications

(6 citation statements)

References 23 publications

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“…However, if men and women who remain in that occupation are perfect substitutes in production, their wage rates will be equal within that occupation in the absence of taste discrimination. On the other hand, as Conway and Roberts (1994) demonstrated, differences in salaries between jobs, coupled with crowding, can yield aggregate measures of discrimination even though there is no discrimination within jobs.…”

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confidence: 93%

“…Moreover, as Gunderson (1989) noted, using relatively homogeneous occupations may even control for some of the differences between men and women that may be important determinants of the earnings gap but are unobserved by the researcher. Most important, perhaps, as Conway and Roberts (1994) demonstrated, the pay gap estimated from a regression model may be confounded with nondiscriminatory differences in pay across jobs, and one way to avoid this problem is to estimate regressions within relatively homogeneous job groups. Therefore, there are several valid reasons for estimating earnings equations by occupation.4…”

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confidence: 98%

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The Gender Pay Gap, Fringe Benefits, and Occupational Crowding

Solberg¹,

Laughlin²

1995

ILR Review

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Using data from the 1991 National Longitudinal Survey of Youth, the authors estimate earnings equations for each of seven occupational categories and the aggregate sample. When fringe benefits are excluded from the compensation measure, a gender coefficient is statistically significant (that is, women are found to have received significantly lower compensation than men) within six of the seven occupational categories, the exception being the most female-dominated category. When an index of compensation that includes fringe benefits is used, however, a gender coefficient is significant in only one category, which contains relatively heterogeneousjobs. Gender-specific regressions are used to estimate what part of the earnings gap between men and women is due to differences in traits. The results indicate that occupational assignment is the primary determinant of the pay gap, a result that is consistent with a "crowding" explanation of that gap. M ost studies of the gender pay gap have used the wage rate to measure compensation. Non-pecuniary dimensions of work and fringe benefits are usually ignored or are included as explanatory control variables. It is possible that the gender pay gap is actually smaller than is indicated by traditional analysis if the jobs chosen by women have higher non-pecuniary rewards than those chosen by men. That is, women may choosejobs, asJoni Hersch (1991) has

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confidence: 93%

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confidence: 98%

The Gender Pay Gap, Fringe Benefits, and Occupational Crowding

Solberg¹,

Laughlin²

1995

ILR Review

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“…In their estimates of immigrant earnings differentials in Canada, Abbott and Beach (1992) found that including Occupation eliminates sample selection bias. Furthermore, Conway and Roberts (1994) find that not controlling for occupation biases the estimate of the wage differential upwards. In addition, different industries and occupations have different nonpecuniary characteristics which may be reflected in wages.…”

Section: Data and Variables In The Estimationmentioning

confidence: 95%

Immigrant‐Native Wage Differentials and Immigration Reform

Bucci

Tenorio

1997

Review Development Economics

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The US Immigration Reform and Control Act of 1986 (IRCA) increased the monitoring of illegal employment and fined employers who hire undocumented immigrants. Since these provisions tax immigrant wages, it might be expected that the immigrant-native wage gap would increase after IRCA. This hypothesis is explored by decomposing immigrant-native wage differentials before and after IRCA. It is found that (i) the immigrant-native wage gap increased; (ii) in each year most of this gap was due to individual and job characteristics; (iii) the change in the gap is due primarily to overvaluation of native characteristics and to a lesser extent to undervaluation of immigrant characteristics.

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“…Regression analyses could provide more pertinent information if based on more homogeneous job groups (Conway and Roberts, 1994) and on structural equation models that test reciprocal causation. The regression decomposition approach is useful but limited.…”

Section: Prejudicementioning

confidence: 99%

Prejudice and Discrimination

Pettigrew

2015

International Encyclopedia of the Social &Amp; Behavioral Sciences

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Analysis of employment discrimination through homogeneous job groups

Cited by 8 publications

References 23 publications

The Gender Pay Gap, Fringe Benefits, and Occupational Crowding

The Gender Pay Gap, Fringe Benefits, and Occupational Crowding

Immigrant‐Native Wage Differentials and Immigration Reform

Prejudice and Discrimination

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