Testing for Pay and Promotion Bias in an International Organization
AbstractInternational organizations pursue multiple objectives in hiring policies including cultural diversity, reducing costs and avoiding discrimination among which there can be sharp trade-offs. The paper studies how these trade-offs are resolved in the World Bank's hiring processes. It estimates that half of salary and grade differentials between men and women and staff from high- and low-income countries are attributable to differences in productive characteristics. Alternative explanations for the remainder are explored, including omitted variable bias, quotas and discrimination. It is argued that the first two are not compelling explanations. Discrimination probably exists, though less than would be implied by a cost minimizing hiring policy.
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Bibliographic InfoPaper provided by Royal Economic Society in its series Royal Economic Society Annual Conference 2003 with number 79.
Date of creation: 04 Jun 2003
Date of revision:
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More information through EDIRC
male-female differentials; discrimination; internal labor markets;
Find related papers by JEL classification:
- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
- J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
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