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An alternative to statistical discrimination theory

Author

Listed:
  • Ariane Szafarz

Abstract

This paper offers a new representation of discrimination on the job market based on the most recent findings in the socio-psychological academic literature about human behaviour. Put it simply, it is assumed that the agents prefer working with people like themselves. This "affinity" principle is modelled through a distance between an individual (the candidate for a job) and the staff of the firm. Contrary to the classical view according to which discrimination results from asymmetric information, this new model provides a rationale for the presence of discriminative attitudes on the job market even when full information is available on the skill levels of all candidates for a working position.

Suggested Citation

  • Ariane Szafarz, 2008. "An alternative to statistical discrimination theory," ULB Institutional Repository 2013/167348, ULB -- Universite Libre de Bruxelles.
    • Handle: RePEc:ulb:ulbeco:2013/167348
    Note: SCOPUS: ar.j
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    Cited by:

    1. Agier, Isabelle & Szafarz, Ariane, 2013. "Microfinance and Gender: Is There a Glass Ceiling on Loan Size?," World Development, Elsevier, vol. 42(C), pages 165-181.
    2. Claire Dupin Beyssat & Diana Seave Greenwald & Kim Oosterlinck, 2023. "Measuring nepotism and sexism in artistic recognition: the awarding of medals at the Paris Salon, 1850–1880," Journal of Cultural Economics, Springer;The Association for Cultural Economics International, vol. 47(3), pages 407-436, September.
    3. Sekkat, Khalid & Szafarz, Ariane & Tojerow, Ilan, 2015. "Women at the Top in Developing Countries: Evidence from Firm-Level Data," IZA Discussion Papers 9537, Institute of Labor Economics (IZA).

    More about this item

    JEL classification:

    • J7 - Labor and Demographic Economics - - Labor Discrimination
    • J5 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining

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