Employer discrimination and market structure: Does more concentration mean more discrimination?

Ederington, Josh; Sandford, Jeremy

doi:10.1016/j.ijindorg.2016.05.008

Cited by 11 publications

(4 citation statements)

References 37 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Forskellige former for diskrimination kan forhindre at produktionsfaktorerne på den mest effektive måde kan bidrage til virksomhedens indkomst og profi tmaksimering. For så vidt som en arbejdsgiver diskriminerer i ansaettelsesprocesserne, risikerer han/hun at overse den mest effektive og produktive arbejdskraft, hvorfor virksomheden (på lang sigt) risikerer at bukke under på et konkurrencepraeget marked (Ederington & Sanford, 2016;Posthuma & Campion, 2009).…”

Section: Teoretisk Og Analytisk Rammeunclassified

Ansættelse af seniorer: Hvilken type virksomheder rekrutterer seniorer – og hvorfor?

Jensen¹,

Lolle²,

Travernier³

2020

TfA

View full text Add to dashboard Cite

I de senere år er der sket en markant ændring i seniorernes vilkår på arbejdsmarkedet. Antallet af beskæftigede seniorer er nærmest eksploderet. Beskæftigelsesfrekvensen blandt de 55-64-årige er steget fra 56 til 71 i perioden 2000 til 2018. Imidlertid ved vi meget lidt om, hvor på arbejdsmarkedet seniorerne har fundet beskæftigelse, hvorfor formålet med denne artikel er at analysere, hvad det er for type virksomheder (og brancher), der især er disponerede for at ansætte nye 55-64-årige medarbejdere. Det væsentligste fund er, at seniorer rekrutteres på virksomheder, hvor gennemsnitsalderen på arbejdspladsens ledelseslag er høj, men især på virksomheder hvor der i forvejen er mange seniorer ansatte. Ligeledes har virksomhedens størrelsen en betydning for, om der rekrutteres seniorer. Især store virksomheder er tilbøjelige til at trække seniorer ind i virksomheden.

show abstract

Section: Teoretisk Og Analytisk Rammeunclassified

Ansættelse af seniorer: Hvilken type virksomheder rekrutterer seniorer – og hvorfor?

Jensen¹,

Lolle²,

Travernier³

2020

TfA

View full text Add to dashboard Cite

show abstract

“…There is therefore agreement that employers who conduct discriminatory practices do not survive in the long run (e.g. 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

View full text Add to dashboard Cite

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.

show abstract

“…The relationship between market concentration, in particular, and discrimination has received some recent attention in the theoretical literature. Ederington and Sandford (2013) develop a dynamic monopolistic competition model with firm entry and exit and show that the response of labor market discrimination to increased competition in the market for final goods should be unequivocally stronger in more concentrated markets, even within their much richer framework. Our natural experiment presents a particularly appealing setting to test this relationship.…”

Section: Heterogeneitymentioning

confidence: 99%

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

Hirata¹,

Soares

2016

SSRN Journal

View full text Add to dashboard Cite

Employer discrimination and market structure: Does more concentration mean more discrimination?

Cited by 11 publications

References 37 publications

Ansættelse af seniorer: Hvilken type virksomheder rekrutterer seniorer – og hvorfor?

Ansættelse af seniorer: Hvilken type virksomheder rekrutterer seniorer – og hvorfor?

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

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

Contact Info

Product

Resources

About