The Differing Nature of Black-White Wage Inequality Across Employment Sectors
This paper argues that the underlying causes of racial wage inequality may dif- fer across labor market sectors. In particular, because employers hiring for jobs in the more highly skill-intensive sector have a greater incentive to accurately as- sess worker skill than employers hiring for jobs in the less skill-intensive sector, these more skill-intensive employers also have incentives to invest more in skill re- vealing technology, and thereby obtain more precise information regarding worker skill, than less skill-intensive employers. Under some technologies, these cross sec- tor information differences will lead to several implications regarding racial wage inequality. Most notably, (i) after controlling for worker skill, very little racial wage inequality should remain in the highly skill-intensive sector, yet substantial racial wage inequality may remain in the less skill-intensive sector, and (ii) workers from the relatively worse paid group should be more likely than similarly skilled workers from the better paid group to work in the highly skill-intensive sector. Using data from the NLSY, I find empirical support for these implications. Specifically, after controlling for pre-market academic skills, the entire racial wage gap disappears in the highly skill-intensive sector, but almost half of the unconditional gap remains in the less skill-intensive sector. Furthermore, I find that black workers are roughly 25 percent more likely than similarly skilled white workers to work in the highly skill-intensive sector.
|Date of creation:||Sep 2004|
|Date of revision:|
|Contact details of provider:|| Postal: 1280 Main Street West, Hamilton, Ontario, L8S 4M4|
Phone: (905) 525-9140 ext. 22765
Fax: (905) 521-8232
Web page: http://www.economics.mcmaster.ca/
More information through EDIRC
References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Andrea Moro & Peter Norman, .
"Affirmative Action in a Competitive Economy,"
Penn CARESS Working Papers
ca48ba70927f48a4e11034658, Penn Economics Department.
- Phelps, Edmund S, 1972. "The Statistical Theory of Racism and Sexism," American Economic Review, American Economic Association, vol. 62(4), pages 659-61, September.
- Neal, Derek A & Johnson, William R, 1996.
"The Role of Premarket Factors in Black-White Wage Differences,"
Journal of Political Economy,
University of Chicago Press, vol. 104(5), pages 869-95, October.
- Derek A. Neal & William R. Johnson, 1995. "The Role of Pre-Market Factors in Black-White Wage Differences," NBER Working Papers 5124, National Bureau of Economic Research, Inc.
- Richard Startz & Lundberg, .
"Private Discrimination and Social Intervention in Competitive Labor Markets,"
Rodney L. White Center for Financial Research Working Papers
19-81, Wharton School Rodney L. White Center for Financial Research.
- Lundberg, Shelly J & Startz, Richard, 1983. "Private Discrimination and Social Intervention in Competitive Labor Markets," American Economic Review, American Economic Association, vol. 73(3), pages 340-47, June.
- Cornell, Bradford & Welch, Ivo, 1996. "Culture, Information, and Screening Discrimination," Journal of Political Economy, University of Chicago Press, vol. 104(3), pages 542-71, June.
- Coate, Stephen & Loury, Glenn C, 1993.
"Will Affirmative-Action Policies Eliminate Negative Stereotypes?,"
American Economic Review,
American Economic Association, vol. 83(5), pages 1220-40, December.
- Coate, S. & Loury, G.C., 1992. "Will Affirmative Action Policies Eliminate Negative Stereotypes?," Papers 3, Boston University - Department of Economics.
When requesting a correction, please mention this item's handle: RePEc:mcm:deptwp:2004-09. 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: ()
If references are entirely missing, you can add them using this form.