Discrimination by Parts: A Fixed-Effects Analysis of Starting Pay Differences across Gender
AbstractA unique employer-level data set is used to provide insight not only to the degree of discrimination that may exist , but also to the source of that potential discrimination. Results from decomposing individual wage equations indicate that, as legislatively defined, employers do not appear to be discriminating against their women hires to a large extent. When aggregated, however, the pay, job placement, and hiring discrimination estimates yield an overall discrimination estimate of a 6% gap in pay between men and women. These results suggest that a more comprehensive approach may be warranted in flagging possible discriminatory behavior.
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Bibliographic InfoArticle provided by Eastern Economic Association in its journal Eastern Economic Journal.
Volume (Year): 26 (2000)
Issue (Month): 1 (Winter)
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Postal: c/o Dr. Alexandre Olbrecht, The Anisfield School of Business 205, Ramapo College, 505 Ramapo Valley Road, Ramapo, New Jersey 07430, USA
Phone: (201) 684-7346
Web page: http://www.ramapo.edu/eea/journal.html
More information through EDIRC
Discrimination; Gender; Pay; Wage; Women;
Find related papers by JEL classification:
- J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
- J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
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- Graham, Mary E. & Hotchkiss, Julie L., 2009. "A More Proactive Approach to Addressing Gender-related Employment Disparities in the United States," MPRA Paper 44795, University Library of Munich, Germany.
- Mary E. Graham & Julie L. Hotchkiss, 2008. "Elimination of gender-related employment disparities through statistical process control," Working Paper 2008-24, Federal Reserve Bank of Atlanta.
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