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Job Queues, Discrimination, and Affirmative Action

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  • Bisping, Timothy O
  • Fain, James R

Abstract

If employers have different Becker-type discrimination coefficients for different demographic groups, then the implementation of affirmative action may have a differential impact on those groups. We estimate two vector autoregressive models of the U.S. economy, including the unemployment rates of four demographic groups. We find that a job queue existed before the implementation of affirmative action and that affirmative action changed the ordering of the job queue in manner that had a negative impact on nonwhite males. We find evidence that affirmative action may have increased the unemployment rate of nonwhite males by increasing their duration of unemployment. Copyright 2000 by Oxford University Press.

Suggested Citation

  • Bisping, Timothy O & Fain, James R, 2000. "Job Queues, Discrimination, and Affirmative Action," Economic Inquiry, Western Economic Association International, vol. 38(1), pages 123-135, January.
    • Handle: RePEc:oup:ecinqu:v:38:y:2000:i:1:p:123-35
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    Cited by:

    1. Clara Cortina & Jorge Rodríguez & M. José González, 2021. "Mind the Job: The Role of Occupational Characteristics in Explaining Gender Discrimination," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 156(1), pages 91-110, July.
    2. Bradley T. Ewing & William Levernier & Farooq Malik, 2002. "The Differential Effects of Output Shocks on Unemployment Rates by Race and Gender," Southern Economic Journal, John Wiley & Sons, vol. 68(3), pages 584-599, January.
    3. Kaas, Leo & Lu, Jun, 2010. "Equal-treatment policy in a random search model with taste discrimination," Labour Economics, Elsevier, vol. 17(4), pages 699-709, August.
    4. Marco FUGAZZA, 2003. "Racial discrimination: Theories, facts and policy," International Labour Review, International Labour Organization, vol. 142(4), pages 507-541, December.

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