Antidiscrimination policy with culturally biased testing
AbstractThis paper explores the implications of culturally biased testing for the employment decisions of firms. Only the workers know whether they can do the job or not so firms test them. Wages are made contingent on the test results which are public information. The threshold result for hiring corresponds to the minimum wage acceptable to qualified workers. Assuming the test is less able to discern the ability of minority workers, the paper looks at the implications for antidiscrimination employment and wage policies
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Bibliographic InfoPaper provided by Society for Economic Dynamics in its series 2004 Meeting Papers with number 333.
Date of creation: 2004
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Postal: Society for Economic Dynamics Christian Zimmermann Economic Research Federal Reserve Bank of St. Louis PO Box 442 St. Louis MO 63166-0442 USA
Web page: http://www.EconomicDynamics.org/society.htm
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Discrimination; labor market;
Find related papers by JEL classification:
- J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, and Immigrants; Non-labor Discrimination
- J41 - Labor and Demographic Economics - - Particular Labor Markets - - - Labor Contracts
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- David H. Autor & David Scarborough, 2004. "Will Job Testing Harm Minority Workers?," NBER Working Papers 10763, National Bureau of Economic Research, Inc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Christian Zimmermann).
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