Testing for Pay and Promotion Bias in an International Organization
International 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.
|Date of creation:||04 Jun 2003|
|Contact details of provider:|| Postal: Office of the Secretary-General, Rm E35, The Bute Building, Westburn Lane, St Andrews, KY16 9TS, UK|
Phone: +44 1334 462479
Web page: http://www.res.org.uk/society/annualconf.asp
More information through EDIRC
When requesting a correction, please mention this item's handle: RePEc:ecj:ac2003:79. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Christopher F. Baum)
If references are entirely missing, you can add them using this form.