[Employment Discrimination and Statistical Science]: Rejoinder

Wages, Employment, and Statistical Discrimination: Evidence from the Laboratory

When membership in a particular group conveys valuable information about an individual’s skills, productivity, or other human capital characteristics, a non-prejudiced agent may still find it rational to statistically discriminate. We frame statistical discrimination in a labor market setting for a series of laboratory experiments. A main objective of our experiments is to examine how varying p...

Discrimination in Employment

Statistical Discrimination, Employer Learning, and Employment Di¤erentials by Race, Gender, and Education

Previous papers on testing for statistical discrimination and employer learning require variables that employers do not observe directly, but are observed by researchers or data on employer-provided performance measures. This paper develops a test that does not rely on these speci…c variables. The proposed test can be performed with individual-level cross-section data on employment status, expe...

Statistical Discrimination and Efficiency

This paper asks whether statistical discrimination is a market failure. I consider the problem for a utilitarian social planner who operates in an environment that can generate statistical discrimination as an equilibrium phenomenon. It is found that there are potential efficiency gains from discrimination in terms of reduced “mismatch” between workers and jobs. Whether the solution to the plan...

Sex Discrimination in Employment: Survey and Analysis

With its socio-economic development, the issue of China’s female discrimination in labor employment field is increasingly significant. This present paper identifies the status quo of females in employment, salary, career development, retirement age, and other respects and problems on the basis of a survey on Shandong women employment in a variety of enterprises. Then it continues an objective a...