The Equal Employment Opportunity Act (EEOA) of 1972 extended civil rights coverage to employers with 15-24 employees, while leaving unaffected the civil rights protection for employees of larger firms. In conjunction with pre-existing state fair employment practice (FEP) laws, the EEOA provides a "natural experiment" in which the treatment and control groups are defined by differences across industries in the fraction of workers employed in the newly covered establishments and across states in the scope of the FEP laws. Applying the treatment and control group methodology to Current Population Survey data, the author finds that there were large shifts in the employment and pay practices of the industries most affected by the amendment. The timing of the relative gains and their concentration by industry and region provide evidence that the EEOA had a positive impact on the labor market status of African-Americans. (Abstract courtesy JSTOR.)
Download Info
To our knowledge, this item is not available for
download. To find whether it is available, there are three
options:
1. Check below under "Related research" whether another version of this item is available online.
2. Check on the provider's web page
whether it is in fact available.
3. Perform a search for a similarly titled item that would be
available.
Publisher Info
Article provided by ILR Review, ILR School, Cornell University in its journal ILR Review.
Volume (Year): 51 (1998) Issue (Month): 4 (July) Pages: 608-632 Download reference. The following formats are available: HTML
(with abstract),
plain text
(with abstract),
BibTeX,
RIS (EndNote, RefMan, ProCite),
ReDIF
For technical questions regarding this item, or to correct its listing, contact: (Jami Carlacio).
Related research
Keywords:
Cited by: (explanations, Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.)