Competition and the Racial Wage Gap: Testing Becker's Model of Employer Discrimination

Hirata, Guilherme; Soares, Rodrigo R.

doi:10.2139/ssrn.2742552

Cited by 9 publications

(4 citation statements)

References 37 publications

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“…If trade liberalization increases household incomes, females may decide to exit the labor market, especially in relatively poor countries (Wang et al, 2019;Klasen et al, 2021). The second reason is associated with the demand side; international trade induces competition, which could reduce discriminatory behavior by increasing the relative demand for female employees (Becker, 1957;Black and Brainerd, 2004;Hirata and Soares, 2016). Firms also increase their investments in technology in response to foreign competition (Bloom et al, 2016) and market expansion (Bustos, 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

International Trade and Women Employment: The Case of Jordan

Spetan,

Awad-Warrad,

Saqfalhait

et al. 2024

jjes

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Objectives: This study aims to assess the impact of international trade measurements, trade liberalization, and other related variables on the Female Labor Force Participation (FLFP) and Female Employment (FE) in the agricultural, industrial, and services sectors in Jordan from 1990 to 2019. Methods: The study adopts four models and uses the Fully Modified Ordinary Least Square (FMOLS) approach to estimate the effects of International Trade (Trade), Gross Domestic Product per Capita (GDPC), Live Births (LB), Female Enrollment in Secondary School (EFSS), Female Unemployment (FUN), and Jordan’s Accession to the WTO on the FLFP and FE in the three sectors. Results: The empirical results indicate that international trade measurements, Jordan’s WTO accession, EFSS, and FUN have a significantly negative impact on FLFP, except for GDPC which reveals a positive impact on FLFP, while LB proves to be insignificant. Different results were obtained in terms of Female Employment (FE) in the three economic sectors. The trade measurements hurt FE in the agricultural and services sectors, and a positive impact on the industrial sector. Conclusions: One of the most intriguing findings of this study is that Female Employment (FE) in Jordan has experienced adverse impacts due to increased trade openness. Consequently, the government must pursue policies promoting trade openness without adversely affecting FE. This can be achieved by enhancing Female Labor Force Participation (FLFP) through education and training initiatives. Simultaneously, there is a need to consider revising labor laws and regulations. These revisions should unequivocally prohibit gender-based wage discrimination.

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Section: Literature Reviewmentioning

confidence: 99%

International Trade and Women Employment: The Case of Jordan

Spetan,

Awad-Warrad,

Saqfalhait

et al. 2024

jjes

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“…Macnicol, 2006; Posthuma and Campion, 2009; Ederington and Sanford, 2016). As companies under pressure may be unable to afford discrimination (Ederington and Sanford, 2016; Hirata and Soares, 2016), there is reason to expect stereotypes to be applied in practice to a very low degree in companies facing high competition or problems relating to finances or recruitment.…”

Section: Theoretical and Analytical Frameworkmentioning

confidence: 99%

To what extent are ageist attitudes among employers translated into discriminatory practices

Jensen

Tavernier

Nielsen

2019

IJM

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Purpose The purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers’ age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction? Design/methodology/approach The paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent. Findings The major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices. Research limitations/implications The findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices. Originality/value Contrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace.

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“…Our paper also contributes to a small strand of the discrimination literature that has looked at the impact of market competition on discrimination. This literature has focused on the labor market (wage and employment differences), covering either the gender dimension (Ashenfelter & Hannan, 1986;Black & Strahan, 2001;Hellerstein, Neumark & Troske, 2002;Black & Brainerd, 2004), or the racial dimension (Peoples & Talley, 2001;Levine, Levkov & Rubinstein, 2008;Hirata & Soares, 2016). An exception is the study by Li, Lang & Leong (2017), which analyzes the sex market in Singapore, finding that price discrimination in this market persists despite competition.…”

Section: Introductionmentioning

confidence: 99%