As an employer, you can minimize discrimination based on implicit bias when hiring employees if you base your hiringdecisions on:O the track records of similar applicants in the past rather than full assessments of individual applicants.O carefully structured assessments of individual candidates rather than gut feelings.O a conscious effort to hire members of a group that is discriminated against.O gut feelings about the likely productivity of individual job applicants.

Many companies desire to foster an inclusive culture, but could unconscious bias be getting in the…

As an employer, you can minimize discrimination based on implicit bias when hiring employees if you base your hiring decisions on: the track records of similar applicants in the past rather than full assessments of individual applicants. carefully structured assessments of individual candidates rather than gut feelings. a conscious effort to hire members of a group that is discriminated against. gut feelings about the likely productivity of individual job applicants.

As an employer, you can minimize discrimination based on implicit bias when hiring employees if you base your hiring decisions on: the track records of similar applicants in the past rather than full assessments of individual applicants. carefully structured assessments of individual candidates rather than gut feelings. a conscious effort to hire members of a group that is discriminated against. gut feelings about the likely productivity of individual job applicants.

Microeconomics A Contemporary Intro

10th Edition

ISBN:9781285635101

Author:MCEACHERN

Publisher:MCEACHERN

Chapter18: Income Distribution And Poverty

Section: Chapter Questions

Problem 12QFR

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After controlling for age and education, it is found that the average woman earns $0.80 for every $1.00 earned by the average man. After controlling for occupation to control for compensating differentials (i.e., maybe men accept riskier or more stressful jobs than women, and therefore are paid more), the average woman earns $0.92 for every $1.00 earned by the average man. The conclusion is made that occupational choice reduces the wage gap 12 cents and discrimination is left to explain the remaining 8 cents.a. Explain why discrimination may explain more than 8 cents of the 20-cent differential (and occupational choice may explain less than 12 cents of the differential).b. Explain why discrimination may explain less than 8 cents of the 20-cent differential.
The labor demand and supply data in the following table relate to a single occupation. Use them to answer the questions that follow. Base your answers on the taste-for-discrimination model. a. Plot the labor demand and supply curves for Hispanic workers in this occupation.b. What are the equilibrium Hispanic wage rate and quantity of Hispanic employment? c. Suppose the white wage rate in this occupation is $16. What is the Hispanic-to-white wage ratio?d. Suppose a particular employer has a discrimination coefficient d of $5 per hour. Will that employer hire Hispanic or white workers at the Hispanic-white wage ratio indicated in part c? Explain.e. Suppose employers as a group become less prejudiced against Hispanics and demand 14 more units of Hispanic labor at each Hispanic wage rate in the table. What are the new equilibrium Hispanic wage rate and level of Hispanic employment? Does the Hispanic-white wage ratio rise or fall? Explain.f. Suppose Hispanics as a group increase their labor…
Suppose the discrimination coefficient increases as the firm employs more black workers. In particular, suppose the discrimination coefficient is d = 0.01 EB where EB is the number of blacks hired by the firm so that each employer facing competitive wages of wW for whites and wB for blacks acts as if she faces competitive wages of wW for whites and wB(1 + d) for blacks. As usual, assume the labor market is competitive so that the firm faces wages of wB and wW. Lastly, assume that the firm must employ 200 workers. Define the wage ratio to be wW / wB and do the following:a. Solve for the number of blacks hired as a function of the wage ratio. Graph the number of blacks hired against the wage ratio.b. Solve for the number of whites hired as a function of the wage ratio. Graph the number of whites hired ( x-axis) against the wage ratio ( y-axis).
As a result of this discrimination, the equilibrium wage will (rise or fall) True or False: Discriminatory hiring practices always originate from employer prejudice.
Assume we are investigating gender differences in labor market outcomes and we are analyzing employee discrimination. When discussing employee discrimination, the typical assumption is that two groups of workers are perfect substitutes. Some research, however, suggests that worker productivity rises when the diversity of the workforce in a firm increases. This implies that the marginal productivity of male workers increases as more female workers are hired. If employee discrimination occurs against women, under what conditions will a gender-segregated workforce exist? Will a wage gap between men and women exist? Explain your answer.
Discuss how upward-sloping age-earnings profiles can elicit more effort from workers.
Empirical studies show that the average woman earns $0.80 for every dollar earned by the average man, after controlling for age and education. Further, the average woman earns $0.92 for every dollar earned by the average man after controlling for occupation . The conclusion is made that occupational choice reduces the wage gap 12 cents and discrimination is left to explain the remaining 8 cents. a) Explain why discrimination may explain more than 8 cents of the 20 cent differential (and occupational choice may explain less than 12 cents of the differential). b) Explain why discrimination may explain less than 8 cents of the 20 cent differential.
Most studies indicate that women earn 82% of what men earn. Does this necessarily reflect discrimination or might there be other factors that could explain the difference? Be specific about what those factors are if any.
Explain how the market-compensating wage differential between safe jobs and risky jobs is determined. Support your answer with appropriate graphs
Suppose male wages are determined by the earnings function WM = 25 + 0.40EM and female wages are determined by the earnings function WF = 15 + 0.20EF. If women have 10 years of experience and men have 20, what is the gender wage gap? How much can be attributed to human capital differences and how much is unexplained, and therefore attributed to discrimination? Show this scenario on a graph of both the male and female earnings functions