The Effect of Disaggregation on Measures of Wage Discrimination in Academia
Statistical tests for the presence of sex, race, or ethnic based wage discrimination within a large organization can obscure discrimination within individual sectors of that organization, especially if the sectors have relatively few members of the minority group. As a result, if a large organization has units that operate at least semiautonomously, testing for discrimination in the organization as a whole may be neither appropriate nor sufficient. Yet this is what is generally done. A case study of a university is used to illustrate the potential sensitivity of measures of wage discrimination to the level of aggregation chosen for study.
Volume (Year): 16 (1990)
Issue (Month): 1 (Jan-Mar)
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- Koch, James V & Chizmar, John F, Jr, 1976. "Sex Discrimination and Affirmative Action in Faculty Salaries," Economic Inquiry, Western Economic Association International, vol. 14(1), pages 16-24, March.
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- Ashenfelter, Orley & Oaxaca, Ronald, 1987. "The Economics of Discrimination: Economists Enter the Courtroom," American Economic Review, American Economic Association, vol. 77(2), pages 321-25, May.
- Debra A. Barbezat, 1987. "Salary Differentials by Sex in the Academic Labor Market," Journal of Human Resources, University of Wisconsin Press, vol. 22(3), pages 422-428.
- Hirsch, Barry T & Leppel, Karen, 1982. "Sex Discrimination in Faculty Salaries: Evidence from a Historically Women's University," American Economic Review, American Economic Association, vol. 72(4), pages 829-35, September.
- Oaxaca, Ronald, 1973. "Male-Female Wage Differentials in Urban Labor Markets," International Economic Review, Department of Economics, University of Pennsylvania and Osaka University Institute of Social and Economic Research Association, vol. 14(3), pages 693-709, October.
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