This paper uses microdata from Oregon to measure the gender and minority training gaps in apprenticeship training. Its methodological innovation is the use of on-the-job training credit hours of exiting workers as the measure of the quantity of training. The trainees who started training between 1991 and 2002 are followed through 2007. Controlling for individual and program attributes, women and minorities on average receive less training than men and Whites, respectively. Union programs deliver more training than nonunion programs, regardless of gender and race. Prior education level has a strong impact on training, especially for women and minorities. The evidence does not support the hypothesis that apprentices who quit acquire sufficient level of training can reasonably be expected to get high-skill jobs.
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